You have an interview lined up. You’ve rehearsed answers to typical questions and you’re fairly confident you’re prepared for whatever the hiring manager will fire your way. You may know what you should say, but are you certain about what you shouldn't?
Emerging from a job interview that went really well is a great feeling. You answered all the questions just as you wanted, put some relevant ones of your own forward and the hiring manager was hinting at a job offer. After a few days without a phone call or e-mail from the employer you naturally begin to get anxious. As a few more days pass by, doubts and frustration begin to creep in.
You've just had a great interview. You know that you are a perfect match for the role you've just interviewed for, but that doesn’t mean that you can afford to take your interview for granted. The follow-up remains one of the most important things you can do after an interview to increase your chances of securing a second meeting (or a job offer). Not sure exactly the best strategy for your interview follow-up? We're here to help. We've helped thousands of candidates like you secure their dream jobs, and we've also seen our fair share of classic mistakes in the job market. Here are five tips to help you when following up after your job interview.
Preparing for a great job interview is a job in itself. You’ve done your homework on the company, perfected your resume, answered every question will clarity and confidence. By the time it’s over, you may be tempted to breathe a sigh of relief and think that the ball is now in their court. Well, it’s not. Not quite. Your interviewers invested their time and energy to meet with you. You not only owe them a thank you; you have one more opportunity to remind them of your qualifications for the job.
One of the questions I often hear from CEO’s and others within hiring organizations is this one: “Why would I use an executive recruiter?”
Even for the most qualified applicants, interviews can be a daunting experience. At SkyWater, we advise all of our candidates to research the company, understand the role and rehearse their answers to the most common interview questions.
Peer interviewing is the process of allowing potential co-workers to interview a prospective new hire. The pressure is on employers to get it right first time in the hiring process, so what better way than allowing potential future colleagues to offer their assessment of whether the candidate will be the right fit for their brand?