Your letter could be the tiebreaker between you and two, or
even three, candidates so put some thought and effort
behind what you say. Even if it doesn't get you the job,
what do you have to lose - the cost of a postage stamp?
Hedge your bet it could land you a job.
To send or not to send - will it really make a difference?
Catherine was looking for a business analyst for a position
that had been vacant for four weeks. She was eager to hire,
but wanted the right person in the job. She had narrowed
the field to three candidates, Jim, Kelly, and Steven.
She had promised to call them by Friday, and on Wednesday
afternoon she was still vacillating. Each had a strength
she was looking for, but each also had some issues that had
made her stand back and be objective. Jim had held several
jobs in the last few years. Would he stick around for the
tough times ahead? Kelly was ambitious, but didn't have the
depth of experience interacting with difficult people. And,
Steven was the quiet type who didn't reveal himself enough
for her to get to know what he could offer, particularly
interfacing with other departments and working under
pressure.
When Catherine opened her email that morning she had 42
emails. She had glanced over them and thought she had seen
Jim's name among the many, but hadn't taken the time to
read it. She had 17 voice mails and there was a one from
Kelly, but she only listened long enough to hear that she
was thanking her for the interview. She hadn't heard from
Jim.
That afternoon, Catherine closed her door. She was going to
catch up and then work on her decision regarding the
business analyst position. The first thing she did was open
her mail. Among the mail was a letter from Steven. It
caught her attention because of the depth she could see he
had gone to. She stopped and read the letter.
Dear Catherine:
Choosing the right candidate is not an easy task and I want
you to know I have been in your shoes before.
Based on our interview, I have done some thinking about the
position and how I could bring added value to your
organization and support some of the problems you discussed
in during the interview...
What followed was a spreadsheet with the issues Steven had
picked up during the interview. He not only identified some
of the problems, but also showed how he could be the
solution based on past experience. As Catherine read the
letter she became intrigued, and liked what she read. This
guy not only heard the issues, but he had given them some
thought and did some analysis - looked beyond what was
said. This was a trait she was seeking. She wanted to talk
to him again.
The follow-up, thank you, letter is more than a nice "thank
you for the interview." It is one more chance for you to
sell yourself, and to tell them what you can do for them.
Don't assume the interviewer remembers everything you said.
When three candidates are interviewed and compared, some of
the highlights you hoped would be considered, got lost or
forgotten. Remind them of what you can do for them - not
what they can do for you.
----------------------------------------------------
Carole Martin is a celebrated author, trainer, and mentor.
Carole can give you interviewing tips like no one else can.
Try her practice interview and pick up a copy of her FREE
9-part "Interview Success Tips" report by visiting Carole
on the web at http://www.interviewcoach.com
