Having been done with the much anticipated interview, is it now time to sit back as the ball is in the interviewer’s court? Well, the answer is a yes as well is a no.
It is true that the interviewer leads the decision making process after the interview. However, many of us overlook the fact that a follow up is a part of the interview. While this is into a substitute to your competencies and performances at the interview, it is definitely a great opportunity for you to exhibit your commitment and professionalism and to differentiate yourself from other applicants. So, if conducted with finesse, the follow up process could play an important role in helping you clinch that coveted job
The threads of a follow up should be picked up during the concluding phase of the interview. Get the names titles and roles of all the interviewer/s right. Preferably try and get their business cards to eliminate any room for error. Politely enquire about when they expect to make the hiring decision. Once you have their name/s and contact details, make it a point to drop a thank you mail to each person you had interviewed with. This can be done on the same day, or may be the next.
The tone set at the interview will determine the nature of salutation in your e-mail. If the interviewer requested you to address him /her by the first name, then do so. Else, Mr / Mrs followed by the surname would be the most appropriate option.
Start your email by thanking the interviewer / s and emphasize on your interest in the role. You could briefly summarize your unique selling points thus indicating why you are the best fit for the role. The emphasis of the mail, however, should be on thanking the interviewers. Here’s a sample thank you letter.
Thank you again for your time yesterday. I enjoyed our meeting and discussions on the role of position applied for and remain focused on this opportunity.
Took away with me a very positive impression of your company and the corporate culture, and strongly believe that I have the necessary skills experience and qualities to take on this important role.
I’m keen to pursue the next steps with company name. Thank you for your consideration.
Make sure that the letter is short, to the point, and free from spelling / grammatical errors. This yet another opportunity for the interviewer to evaluate your writing skills, attention to detail and general demeanor, and, more importantly for you to prove yourself with respect to these. Take a call on the communication channel based on how you had corresponded prior to the interview.
So now that the interview and thank you note are done, what next? If you do not get a response on the day indicated during the interview give it another day and then call or email the personnel. If you are lucky to get a positive response, go and party. But if you are asked to call after a few days don’t hesitate to clarify the exact day for the same. Promptly call on the appointed day without fearing that would disturb them or come across as a pest. Check if you could provide more information and if you are still under consideration. Remember an effective follow up serves as a reminder and conveys your continued interest in the role.
If you have been getting positive cues or are certain that you cracked the interview, do not suspend your job hunting spree. Continue to explore. If you hear responses like we are not sure when this would conclude or the interviewer does not take your calls, it is a clear indication for you to move on. Don’t be disheartened. An interview is a forum for you to evaluate the role, the job and the organization, and likewise for the organization to gauge you. Let it be a learning experience. Replay the entire process and figure out where you could improve: Is there a need to revisit your CV, or present yourself differently in it? More importantly build bridges by adding the interviewer to your network.
After getting the job you may require a right mentor for further growth in the career, if you do not have one alteady.
When it comes to achieving success in your career, you’ll agree that not all can be learnt from bestsellers on management principles and online course. Experience wisdom and good sense are values that can be imbibed by getting in touch with somebody who has already traveled down the road.
Mentoring is one of the most powerful developmental approaches available to individuals and organizations. The traditional concept of mentoring has been that, one person who is older, wiser and more powerful and expects loyalty in return for advice, guidance and a helping hand. However, mentoring is not coaching and it is useful to understand the difference between the two roles in learning alliances.
So how does on find the right mentor for oneself? The first thing is to define your career goals and put down in writing very large objectives for the mentoring relationship. Next, you need to identify your weak spots. What are the things you need to improve? Where do you fall short? Unless you work at answering some fundamental questions, the search for a good mentor can be never ending. Once you have the premise in hand, you can begin you search. Here are a couple of qualities usually found in someone capable of mentoring.
Your mentor should have experience or better still, specialty in the area you aspire to work in. He or she should be a senior level person in either the same organization as yours or a different one.
A good mentor is a person who is ready to listen to you and answers your questions honestly. He or she will try to gauge what you might enjoy doing and gradually guide you towards ways in which you are able to optimize your potential in the field. It is very important for him/her to understand you and your fears well so that you can be assisted in getting rid of them.
Finding a mentor does not have to be a formal arrangement in the sense that no agreements need be signed. When you meet someone who takes keen interest in your growth and seems willing to lend you a helping hand, that person is a prospective mentor. But then it is good to have your scruples. A mentor is someone you should be able to trust. Will the person act in your favor? Is he or she supportive through the mistakes you commit in our professional life? Does that person see you as competition? How secure is the person about his /her achievements? Do you as a professional agree to his /her set of ethics?
The mentor you choose should have a good balance of similarities and difference compared to yours. If you end up choosing a mentor who is very different from you, you might end up facing difficulties relating to him and his advice. At the same time, somebody who is very similar to you in terms of temperament may not be able to see your weaknesses objectively. As an effect, he may not be in a position to really enhance your set of skills. Another important role of the mentor is in guiding explaining how the organization works, its politics and helping the mentee develop worldly wise attitudes.
Above all, you should head out to choose somebody whose track record impresses you and makes you curious to learn more about him. Mentoring is not a one sided relationship – your mentor will be learning as much as you learn from him /her. But the process has to be exciting – or the bond might not grow into something that you can hold on to.