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Monthly Archives:July 2012

Don’t Be A Pest – How to Follow Up After A Job Interview

You’ve polished your resume, crafted a superior cover letter and prepared for the job interview. Now what? Following up with the interviewer can be an effective way to stay top of mind and solidify your position as a top candidate. However, following up inappropriately can hurt your chances of landing the job.

As the quality manager and senior recruiter here at MAKE, I work with our recruiting team to ensure they have the information they need to match the right people to the right positions. My role is also dedicated to providing better service to our internal employees, candidates and clients. I’ve been a part of the MAKE team for over seven years, and have 16 years of industry experience. I’ve met with hundreds of candidates and seen my share of effective and not-so-effective follow-ups.Executive writing

Following up appropriately is key
There is a wide range of advice available for following up after a job interview, but here I’d like to focus on the primary form of post-interview follow-up: thank you emails. While hand-written notes have been suggested in the past, today’s busy professionals vastly prefer emails. Crafting an effective thank you email can set you apart from other candidates and help you land your next permanent or contract position. These 5 tips can help you use them more effectively:

  • Send it quickly. Don’t wait to send your thank you email; aim to have it in the prospective employer’s inbox within 24 hours of your interview. If you wait any longer, you could risk missing the decision-making window. The goal is to follow up and solidify a positive impression before any type of discussion or decision is made.
  • Don’t just say “Thanks.” Take the time to really write your email. Don’t go overboard (especially since interviewers and hiring managers are often bombarded with emails), but take an extra one or two sentences to mention key points from your interview, show how you address their specific need and remind them of why you’re a fit. The thank you message is literally your last chance to sell yourself—take advantage of that opportunity!
  • Write it well. I cannot stress this enough: please take the time to craft a well written thank you message. You could be the brightest IT professional out there, but if you send a poorly written email it will effectively end your chances of landing that job. Misspellings, choppy sentences or sending a template email are key mistakes I have seen. Try asking a friend to read through the content first or read it out loud to ensure it sounds good before you hit ‘send’. And don’t forget to spell-check. It can make a big difference!
  • Only send one. We call it an interview follow-up, not follow-ups. Send one email and sit back. Any more than one and you are officially being a pest. It may sound harsh, but you only have one chance to make an impression on an interviewer—make it count. Remember, your prospective employer wants to hire someone as much as you want the job. If you bombard them with multiple messages (notes, calls and emails all count here), you will make a lasting impression—but not the kind you want to make. Craft a well-written note, send it and then move forward on other opportunities. Hopefully, you’ll get the call with an offer! But, you can rest in knowing you’ve done all you can do to highlight yourself for the position.
  • Go directly to the source. Unless your recruiter or consulting firm requires it, send your thank you message directly to the prospective employer and not to your recruiter. Sending it directly to the employer ensures they receive it in a timely manner and that it does not get lost in the shuffle of paperwork.

We take great pride here at MAKE in matching you with the right opportunities to meet your goals. If you’re looking for your next contract or permanent IT job, our job board hosts all our current opportunities.

A State of the Industry: VMS Professionals Conference Recap

When we launched our blog last month, I shared with you some details from the upcoming VMS Professionals conference. Held on Thursday, May 31 and Friday, June 1, the 8th annual conference offered a great opportunity to meet with industry leaders, learn about the issues and challenges facing our businesses and talk about news and trends that affect us all. Workforce

A full agenda from the conference is available here, but for those who could not attend, I wanted to share some of my key takeaways from this year’s event:

  1. Management of contingent labor is more important than ever. Staffing Industry Analysts (SIA) recently reported that more than $1.8 trillion is spent globally on contingent labor. That number has seen tremendous increase in recent years, and the trend is expected to continue in the upcoming years. This growth demonstrates a profound expansion in complexities of global, multi-disciplined labor categories—and it means that managers of contingent labor are more critical to their organizations than ever.
  2. Legislative trends are making a big impact. In our most recent blog post, I talked about the TechServe lobby day and issues facing our industry. We were very pleased to have George Reardon, Special Counsel at Littler speak to attendees about penalties and impact of the Affordable Care Act (ACA) healthcare reform law on contingent workforce. He shared important data that explained how the reform specifically impacts contingent labor and the companies that use it. Mark Roberts, CEO of TechServe Alliance also presented on legislative activities and the importance of maintaining workforce flexibility and access to talent. It is important for us all to remain knowledgeable and get involved and it is great to have associations like TechServe Alliance working on our behalf!
  3. The role of contractors in your organization is evolving. Rebecca Pratt Bromet, Partner at Seyfarth Shaw Attorneys spoke to attendees about employment law concerns for employers using contingent labor. Partnering with knowledgeable contingent labor suppliers to ensure access to talent plus compliance with the law is critical. But also, as contingent labor becomes a stronger driving force within organizations (as noted in SIA’s $1.8 trillion spending), contractors are being viewed as much more than temporary labor. They are increasingly seen and valued as meaningful contributors to permanent teams, and an important part of businesses across the globe.

Let me extend my warm thanks to our presenters, exhibitors and attendees at this year’s conference. The conversations provided excellent insights and tools to help our businesses more effectively manage contingent labor.