What Should One Do After the Interview? 33
FattyBoeBatty asks:
"So I finally find the perfect company to work for. Unfortunately, they're only going to hire 3 out of the 200 people they're interviewing. So here's my question: I know there are a lot of slashdotters in charge of hiring - what post-interview actions do you like to see on the part of the interviewee? Is it possible for him/her to seem too enthusiastic about getting the job? How often should one call to inquire about the hiring process and re-express interest? What about mailing/emailing the company? Do you guys have any examples of when someone managed to stand out (or appeared too annoying)? I've never seen a question like this addressed in detail; I hope the Slashdot community can give me some sound advice."
irrelevant, just to nothing (Score:4, Informative)
Their calling shortly after an interview just disturbs me and doesn't help their position at all.
Ok, one thing to consider: if you are good and could have other interesting jobs, let them know so they can decide a bit faster.
Re:irrelevant, just to nothing (Score:3, Interesting)
I think the follow up call after a few weeks is essential and shows that you really are interested in the job. In addition, I believe it shows that you are not just blanketing the earth with resumes.
JOhn
JOhn
Re:irrelevant, just to nothing (Score:2)
To me this would indicate that they are not interested. If they cut short and interview and do not call you within a few days then they are not probably not interested.
I'd send an email to the HR person and let them know that you enjoyed meeting everyone, and that you look forward to hearing from them about the position. You want to know weather you got it or not, and some will tell you right away. In my experiance many companies have meetings right after the interview and they know right away weather or not they want you.
Doing nothing wont hurt though.
Re:irrelevant, just to nothing (Score:2)
But when there are 200 candidates, a phone call a week or so later might be just the thing to refresh the hiring manager's memory. And if there's been a weekly hiring meeting to review the interviews, you might be able to find out whether you've made the cut so far.
I'd rather know I didn't make it now, so I can focus on other interviews, rather than wait for weeks to hear anything from the company. And if I'm reassured that I'm still in the running, I know I should pay attention to what's going on, and keep them informed of other offers.
In my experience (Score:2, Informative)
Send a thank-you letter (Score:3, Insightful)
It shows you are serious and when all things seem equal in a pool that size - the extra recognition can put you ahead.
Re:Send a thank-you letter (Score:2)
Keep the note very short, but include the following three things...
1. Point out a strong point about you
2. Point out a strong point about the job
3. Say something pertaining to the interview so that they remember who you are. If you talked about Python with somebody, say something about Python.
Put all this together, don't forget to to make it flow and include the 'thank you' phrase, and send it to each person that you interviewed with. No email. Send it via post (if the post is still operational in your area). It becomes challenging, because you don't want to include the same form letter for each person that you interviewed with. Try and make each one a little different and personal.
Good Luck.
One example that I have, the director was one person who I interviewed with. She asked a lot of questions about my family and how I keep in touch with them over a long distance. I didn't say much about it during the interview, but in the thank-you note, I mentioned that I run a family news website. I said that it gave me knowledge about databases as well as keeps me in touch with my family (PHP-nuke for those who care). I even included the URL.
Re:Send a thank-you letter (Score:1)
Of course since I'm not in a position to hire anyone maybe it's just the fact that management is dumb (:P) that would allow this tactic to work.
YMMV, but I find that establishing a somewhat friendly (not just civil) relationship with one person involved in the hiring process can get your name mentioned a lot more in the discussions over who to hire. Of course, the more they look at you and/or consider your name, with a field of 200 especially, the better.
Re:Send a thank-you letter (Score:1)
Re:Send a thank-you letter (Score:1)
After that, I've always started to get calls back from the companies within a few days. If a company doesn't call ME back, I figure that they aren't interested in me.
Even if it was my favorite company from my list
Re:Send a thank-you letter (Score:2)
For my current job (financial industry), they interviewed over a few weeks. I didn't hear back from them for about 3 weeks and then suddenly I got an offer. I wrote 5 different thank you notes to the 5 different interviewers, but I don't know if it made a difference.
A few comments (Score:3, Insightful)
Just my own take on it. I've been interviewing and then hiring for six years.
So I finally find the perfect company to work for. Unfortunately, they're only going to hire 3 out of the 200 people they're interviewing.
Sounds a bit odd, did they get 200 CV's or try to interview the whole lot- at one time.. it sounds a bit extreme..
So here's my question: I know there are a lot of slashdotters in charge of hiring -
what post-interview actions do you like to see on the part of the interviewee?
My preference is that they do nothing. When I've spent a couple of days interviewing it all becomes a bit of a blur, and I work off off notes at the end. In any case I have a pretty good feeling as to what going to happen with the candidate.
Is it possible for him/her to seem too enthusiastic about getting the job?
Yes. You risk coming across as a bit insecure to me. Maybe high maintainence, neither traits impress.
How often should one call to inquire about the hiring process and re-express interest? What about mailing/emailing the company?
If your working through a recruiter hassle them as much as you like, same with HR if you are going direct, that's what they are there for. - just be polite..
Do you guys have any examples of when someone managed to stand out (or appeared too annoying)?
Occasionally where in the interview the candidate has talked about some stuff. Getting a mail with URL's about it - I like that. It doesn't have to be tech, I'll have tried to pick up on your hobbies & pasttimes in the interview anyway, if it's stuff I'm into - them by all means.
I would just chill, keep the CV's going out. oh.. and try and find a _good_ recruitment firm to represent you. I know some of the guides say ring/email after the interview but with me it doesn't help.
Frankly the process can take a week, or 3 months.. and with 200(!) candidates it will probably take them a month to get through the interviews..
which side of the table? (Score:2, Insightful)
On most interviews I've done, we tend to make decisions that afternoon, or it takes a week or longer. Either way, after an interview, if I get an email or snail mail ack from the interviewee the next day or before, I tend to just file it (or not) with their paperwork (if I'm keeping it), and it doesn't really affect me. However, if I get something a few days afterwards, it does tend to refresh that person in my mind and I think that I've given them a couple additional points for that since they're showing continued interest in the position.
However, if I've gone past the deadline where I was supposed to give them an answer, they've got all the right to give me a call or otherwise inquire as to their status, and that raises them up a little bit more since they're continuing to show interest (even though I should have gotten back to them by then). But I think that I'd get annoyed (and it hasn't happened yet) if the candidate dogs me more than their initial note.
So be pleasant, persistant, yet not annoying. I'll be working on those traits myself here soon.
Email, if that (Score:2, Offtopic)
At the absolute most send an email or letter thanking them for the interview. Any more than this just sends up red flags for me. "INSINCERE SCHMOOZING WEENIE!" And only one letter is necessary. If you interviewed with multiple people, just send the note to the manager or senior guy, not everyone involved.
<WAR_STORY>
About a decade ago we interviewed someone who seemed okay (not stellar, but okay) technically, but just seemed oily. On top of that, he sent everyone involved this really obsequious sycophantic letter. I didn't want to hire him, but I was the junior guy and we needed warm bodies (remember when the economy was good?) so I got overruled. He did work out okay, but seemed more interested in maintaining his image than in maintaining the code. Eventually he transfered over to marketing, and everyone was happier all around.
</WAR_STORY>
In my experience, when we do real in-house interviews (as opposed to job fairs or campus recruiting) we're generally looking to fill one or two fairly specific positions. By the end of the day we can usually give someone a thumbs up or thumbs down. Even if you sent the email from your wireless PDA as soon as you left the building, it'll come in after the decision's been made. (At least the decision whether or not to add you to the short list for a second interview.) I admit I've never been in a situation where we've found 200 resumes that look even halfway worthwhile. Generally the list of people who get called at all is very, very small.
Nothing, unless they're late getting back to you (Score:3, Interesting)
Being on both sides of the interview fence, I find that those that are a clear cut above the rest get the offer, and soon. The decision is usually made the day of the interview. I've never waited more than 12 hours for a positive response.
It used to be that you'd interview everyone and then pick. More recently (though this may have changed with the downturn), it's been, "If you like the guy let's make an offer" and move on to the next one if the offer is rejected.
Re:Nothing, unless they're late getting back to yo (Score:2)
I've been on both sides of that fence as well, and I can easily disagree with that 12 hour window. Especially now that the tech market has had its downturn.
I know I've recommended a person highly after their interview, and had management and HR drag their feet so long that a week later the candidate calls back saying that they've gotten other offers, are we really going to make one or not? Sometimes it's that huge pile of resumes bogging them down, and sometimes they just drop the ball for no good reason.
And even for my current position, the company told me they'd make me an offer, and it took about 2 weeks to get something on paper. Every time I talked with them, the process get held up by budget reallocations, hiring freezes, etc. Finally everything broke loose, and once I had the offer, it took less than a day to finalize it.
Again, a lot of these problems are caused by the downturn... when it's an employer's market, they don't feel much pressure to hurry the process.
Yup. After-interview is almost worthless. (Score:2)
A thank-you card is good. Excessive call-backs aren't. Also remember, what the poster previous to me said. They'll make an offer to person X. If it doesn't go through, they'll go to the next person, and the next.
The real question is if you're in the cut of people to be called, and how far down. But I can't think of a clever way to ask someone that at the appropriate time.
hopefully you asked permission to follow-up (Score:2, Interesting)
Send a thank-you note stressing your intrest in the position and mentioning the dates discussed.
Show That You Know Your Tools (Score:1)
Just hired some doctors (Score:2)
The other two didn't phone repeatedly, but did send a nice (snail) letter thanking us for the time, the interview, etc. That's a minimum.
Of course, this may not apply for other professions, but I can't see how common courtesy is a bad thing. Nor how showing interest is a bad thing.
research the company, then make one call (Score:3, Insightful)
disclaimer: I don't work in HR.
Keep it simple (Score:1)
I will say, however, that interviewing 200 people to hire 3 is a bit odd... if that's truly the case, then their HR department is seriously asleep at the switch. To hire 3 people, they should be interviewing 15 at most. The people doing the interviewing could not hope to rememver everyone they interviewed to make an informed decision. Keep this in mind before you accept any offers extended.
mr
200 interviews. (Score:2)
And if they are, it seems like this company has some major problems with handling logistics. Be sure that this kind of wasted effort wouldn't affect the management in your area as well...
It pays to be cautious (Score:2)
HR shipped to the new managers something like 4000 resumes that had already been filtered for keywords, experience levels, availability. Another group had priority to get people with CS or EE degrees first, so we didn't have a single comp-sci graduate in our pile. (Last week, they had their pick of 50 masters level CS or EE engineers to replace one of the original hires) From those boxes, we filtered them down to 800. HR contacted every one of those 800, and lined up over 400 initial phone interviews. The agravation started then, because not one remaining applicant had the required 5 years of *nix experience. 4 of us took over 4 days just to make those initial calls, and we culled the idiots leaving about 60.
60 techies then got in depth technical phone interviews. None of them met the minimum level of competence (have you ever installed a patch? vi or emacs? what does init do?), so we were told to just go with the best ones to call in for face-to-face interviews. HR also then put the senior job listing in ads, on monster, everywhere, which netted another 40 not-quite-qualified wannabes.
At that point, we had to fall back to gut feeling about friendliness, willingness to admit limitations, university and military experience, and other soft values. We chose 24 for the first round of on-site interviews.
Of those first 24, only about 4 met our lowered expectations. Then we did another 24 interviews, with only about 6 meeting even lower expectations. This had to be repeated until 12 people were actually hired.
The job offers were made to those who showed a willingness to jump into the *nix world, who realised that all hardware sucks and all software sucks, and those who didn't fall for troll/flamebait questions or believe in OS wars or vi/emacs wars.
Not one of the short list candidates followed up with letters or emails, but something polite and simple might have influenced us positively. Some of the total losers did try bombarding us regularly, I got the feeling they couldn't even get a job during the boom times.
So judge the time the hiring manager will be making the decision, and get a *single* follow-up letter or email in just before as a gentle reminder that you are interested and willing to apply yourself. Show them you can take the initiative, even if it was only ask
the AC
Sample phone interview questions:
vi or emacs? (no elaboration beyond that)
+10 - Either. Both. they're just tools
+5 - vi, because its everywhere
+4 - vi
+5 - emacs, for programming
+4 - emacs
0 - any discussion on why one is better than the other
-1 - I like graphical editors
-5 - huh?
-10 - I use wurd/notepad (we had a number of these)
You've accidentally typed rm -r
+10 - any positive answer
0 - I don't think so, but I'd try
-5 - what's self-larting?
-10 - any negative answer
Money, bribes, these always work. (Score:2)
Hey, informal survey here (Score:1)
Has the economy tanked so badly that entry level doesn't exist anymore? Last spring I said "gee, I'll take some time off school" to find myself in a place I don't want to be in.
Now I feel I send out dozens of resumes a day and only get form letters saying "we recieved your resume". Every real live person I've talked to says that "they don't have a fitting position for me". If I even had interviews I'd be feeling better.
Okay, so that's a bit more exaggerated than it should be, but still, compared to last time when I was looking for a job, where recruiters from Texas wouldn't leave me alone for being stupid and putting my resume on monster.com, and now I get "Make Money Fast!" letters for being stupid and putting my resume on monster.com. I feel like I'm applying for jobs that say "we just need someone for the sysadmins to pick on when they get bored" and yet still get ignored.
My answer has been to start being pesky, because if I don't even know if my resume is just going to the ether, I'd like to have some reassurance that I'm not dead.
Am I alone here? Am I doing something wrong? It wouldn't be so bad if I didn't feel like I was being overly ignored. Is my resume [techfocus.net] that bad?
Re:Send a thank-you note (Score:1)