Beth Cliff

 Do call your recruiter.

When working with a recruiter, let that person know how it went. Give them a call shortly after the interview to give your impressions, discuss anything unexpected that came up, affirm your interest, and discuss next steps in the process. 

 Do send a thank you.  

It is always a nice touch to send a prompt follow-up thank you. Not everyone expects one, but your interviewer might be one who does! Do this anytime within 48 hours of the interview.

If you are working with a recruiter, talk to them first and then write your thank you. This allows you to include any elements your debriefing may bring up.

 Do keep on point.

Your message should include a thank you and confirmation of your interest in the opportunity. Thank the interviewer for their time. Hit on a couple points about what you liked about the company, your keen interest in the position, or other topics that came up in your conversation. Reaffirm briefly what you bring to the table, how you can help accomplish the company goals, why you are perfect for the job. Keep it brief, you should be able to cover this in a few paragraphs.

If there was discussion during the interview about any follow-up information or references, provide those. 

 Don't go overboard!

Don't send the interviewer chocolates or a Facebook friend request. Your professionalism should of course continue after the interview. It is not appropriate to send a friend request after a job interview. Chocolates or flowers are appropriate for dates, not interview follow-up. 

A candidate once sent an email follow-up to the CEO of a company that had passed on hiring him. In the 2-page email, he compared himself to an athlete and gave himself statistics like a ball player, and he called a couple of times. It was a little too much. The company went from liking him but thinking of him as a little too junior for the role, to thinking he was a little crazy. In the end the candidate ruined any opportunity for a future role better suited to his experience.

Read Beth's article. 

Or is the question, "Where has all of my talent gone?" 

Matt Lynley, witting for the Business Insider on April 7th, reported that employees are jumping ship at Apple. Running a search on LinkedIn, a professional social media site, Lynley looked for individuals whose past employer was Apple. Lynley found 17 of those former Apple employees at Zynga, a social gaming leader.
 
Where did other Apple employees go? According to Lynley here is where a sizable group of former Apple employees landed.
 
Facebook, 73  - VMWare, 118 - IBM, 130 - Adobe, 154 - Dell, 157 - Oracle, 163 - Hewlett-Packard, 216 - Microsoft, 300 - Google, 315 - Cisco Systems, 329  
 

Apple has over 62,000 employees, so what if 1,900 of their employees jump ship? Even if Apple has the most ironclad non-compete clause ever written, it's their knowledge, skill, and talent that is being bought.

So I will rephrase the question, "Where has all of your talent gone?" So maybe you are a small business, that makes it even more imperative that you manage the talent you have to ensure it does not walk out the door to you competitor. It also becomes essential that when you do hire, you hire the top talent available. They will not be cheap and they will be hard to find.
  

Read Bob's article. 

 

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