In the February 2, 2016 Ask The Headhunter Newsletter, a reader asks about adding value after a job interview.
Your newsletter has been an education for me. First as an employer, now as an applicant seeking to move on. But, there’s one topic you haven’t mentioned: the thank-you, or follow-up letter. When should it be sent? After the first interview, after the interview with the top dog, or both? And, what should it say?
I just sent one, after talking to the top dog. I repeated that I am interested in the position and told him of my immediate schedule. More importantly, and motivated by your columns, I told him about some activity of a standards committee that might have a strategic impact on his operations. I said I would be joining the committee, ex officio, by contributing some research I was doing, and I also told him what my input would be if I were working for him.
Back to my question: I think the best way to show I can solve his problems (and that I am more “dialed in” than his present staff, who are unaware of the standards committee) is in the follow-up letter. What do you think?
Ah, you’re living proof that the employment system brainwashes us all and that smart people dumb down when they go job hunting! (See Employment In America: WTF is going on?)
You have answered your own question, but I think you’re worried you’re violating some interviewing protocol. Your idea is good — you did the right thing.
When to send a follow-up letter or e-mail is up to you. Trust your judgment. The main purpose of such a note is to add value for the benefit of the employer. My advice would be to send it to the manager you’d work for if you were hired, right after you’ve met with him. That’s the person you need to impress with your value. (See The most important question in an interview.)
I like what you did in your follow-up letter. You provided value. You offered information and a suggestion that could — if used properly — contribute to the employer’s bottom line. That’s a very powerful follow-up to an interview, because it demonstrates your commitment to help the business. Now that I’ve set you loose, here are a few tips that might help you avoid going a little too far next time.
- Be judicious when communicating your value. Remember that some managers might feel threatened by too much “value” in your presentation. Be careful you don’t come across as a know-it-all.
- Balance your ability to do the work with your ability to work with others. If this top dog’s team doesn’t know about the standards committee, you might suggest how they could use what you know, rather than emphasize that they don’t know it.
- Be diplomatic. Avoid expressions like, “I can solve your problems” or “the best way to do this is…” It may seem obvious, but while you’re trying to follow The Headhunter’s approach, it’s easy to fall into the self-aggrandizement trap. You may be the best solution, but the manager needs to feel that’s his conclusion, not yours.
So, how do you go about communicating your value without risking going too far? Pretend you’re sitting around a conference table with the manager’s entire team. All eyes are on you. Your presentation will determine whether these people decide to hire you.
How would you present yourself? How would you articulate your ideas in that setting? Do you want to whack one out of the park, or hit a ground-roll double to knock in a few guys who are already on base? The choice is yours, but consider what the employer is looking for: a team player, or a solo star? Then craft your note to suit the situation. (See The New Interview.)
I think that’s how you want to come across in your follow-up letter. That’s the secret to a powerful thank-you note. (For more tips about thank-you notes, see Thanks is not enough.)
Do you send thank-you notes? Are they even necessary? If you use them, what do you include? To whom do you send them? Please share the outcomes of your best and worst efforts.