KKfl Image the interview.
This step is a major reason for leaving time between interviews. You've got to get to a quiet place-even if it's only your car-and replay the interview in your head. Try to see yourself and the interviewer interacting. Did you assess the interviewer's style accurately, align with him or her, pace, and lead? Did the interviewer smile and nod his or her head a lot? Did you sense positive reinforcement? Go over the following checklist;
- Did I make a positive first impression with the "magic four hello"?
- Did the interviewer and I have rapport?
- Did I use tie-downs to secure agreement?
- Did I access my action vocabulary, winner's word list and success Phrases?
- Did I thank the interviewer?
- Did my closing statement lead into the next meeting?
- What did I do wrong?
After mentally reviewing your performance, write down the facts. What did you learn about the job, the company? Note names of individuals, their titles, details about the organization, and anything else you can use for your follow-up letters and phone calls, second interviews, and negotiations.
mjkM Write your review.
As soon as possible after the interview, record all the facts about the company, the position available, and your interview performance on an "interview evaluation form." Your interviewer will be filling out his or her own. A sample you can use for yourself is on the next page.
Write a follow-up letter.
The follow-up letter is the single most effective post-interview technique you can use-if you use it right. I'm not talking about a glorified thank-you note. A "better letter" takes what you learned in the interview and uses it to write sales copy that highlights your qualifications. All those words you said during the interview have dwindled down to one or two remarks, and your image is fading fast. You have to keep from being confused with average applicants. A properly drafted letter will restate your candidacy.
Create the content carefully.
You only have a small amount of space, so use it to your best advantage. Accentuate your assets and accomplishments, and convincingly describe how you can benefit the employer. Include the properly spelled names of people you met and buzzwords familiar to the interviewer. End with words similar to the magic four good-bye and requesting a reply as soon as possible. Here is a sample from How to Turn an Interview into a Job. You can adapt the letter to the target job and personality of the interviewer.
- ADDRESS LINE The full company name, full address (no abbreviations); full name of the interviewer, and his or her full title. These make you look thorough and professional.
- SUBJECT LINE "Re: Interview for the Position of (title) on (date)." This zeroes in on the contents and dresses up the letter.
- GREETING "Dear Mr./Ms. (last name):" "Miss or "Mrs." should not be used unless you know the interviewer does so. First names are out of the question even if they were used during the interview.
- OPENING
a. "It was a pleasure meeting with you last (day) to discuss the opening in (department) with Company X."
b. "I appreciated meeting with (name) and yourself in your office on (day) to discuss the (title) position with Company X."
c. Thanks again for taking the time to see me regarding the opening in (department). Again, comment on or add to something discussed during your interview in the body of the letter. Choose a topic that allows you to emphasize directly or implicitly your qualifications. This will keep your follow-up from being just another routine thank-you.
- BODY
a) "From our discussion, and the fine reputation of your organization, it appears that the (title) position would enable me to fully use my background in
b) "I was particularly impressed with the professionalism evident throughout my visit. Company X appears to have the kind of environment I have been seeking."
c) "The atmosphere at Company X seems to strongly favor individual involvement, and I would undoubtedly be able to contribute significantly to its goals,"
- CLOSING
a) "While I have been considering other situations, I have deferred a decision until I hear from you. Therefore, your prompt reply would be greatly appreciated."
b) "It's an exciting opportunity, and I look forward to hearing your decision very soon."
c) "The [title] position and Company X are exactly what I have been seeking, and I hope to hear from you within the next week."
- SALUTATION "Sincerely," "Very truly yours," "Best regards,"??
Get that letter in the mail now. It should arrive no later than three days after your interview. If you interviewed on a Monday or Tuesday, have it there by Wednesday or Thursday. Since Fridays and Mondays are overload times, letters that follow Wednesday or Thursday interviews can be timed for arrival the following Tuesday.
Fast follow-up avoids the effect of the "fiddle theory." It was developed by Robert Ringer in his bestseller, Winning Through Intimidation:
The longer a person fiddles around with something, the greater the odds that the result will be negative. Take the case of Nero, Rome burned; in the case of a sale, the longer it takes to get to a point of closing, the greater the odds that it will never close.
As a general rule, you should assume that time is always against you when you try to make a deal-any kind of deal. There's an old saying about "striking while the iron's hot," and my experience has taught me that it certainly is a profound statement in that circumstances always seem to have a way of changing.'?
Take a deep breath-and call the interviewer.
In the second book of this series, Jeff Allen's Best: Get the Interview, I discussed the deep breath phone call, quoting Michael Korda from Power! How to Get It, How to Use It:
"The person who receives a telephone call is always in an inferior position of power to the person who placed it."'?
Knowing that, if you haven't received a response to your follow-up letter within a week, pick up the phone, take a deep breath, smile, and call the interviewer. If you've been inter viewed by a department supervisor or other decision maker rather than a personnel, the technique is a little different. I discussed the approach to use in How to Turn an Interview into a job:
Enlist the executive's secretary or assistant as your ally, not your adversary. A courteous, firm tone of voice works wonders. Don't play guessing games to get around the front desk; an executive calling an executive always states his name. Only nobodies have no names. And don't ask nosy questions about the boss's schedule, hoping to catch him unguarded. A good secretary simply will not tell you. In any case, if you call very early (before 9:00 a.m.) or late (after 5:00 p.m.) you can often get [through] directly.
If you speak to the secretary;
Secretary: Good morning. Mr. (last name)'s office. You: This is (first name) (last name) calling. May I speak to him, please?
Secretary: I'm sorry, he's stepped away from his desk/on another line/in a meeting. May I take a message?
You: Mr. (last name) and I met last week regarding the (title) position.
Secretary: One minute, please.
The boss might very well have stepped away from his desk, be on another line, or in a meeting. But more than likely the secretary is checking to see if he wants to take the call or not. If not:
You: When would be a good time to call back or I'll hold, please.
Since you have been direct and helpful, the secretary is very likely to return the courtesy. Also be polite and stubborn: you'll get the decision maker and a decision before long.'"
It's your livelihood on the line. So don't let anyone keep you hanging.
?o2? Call your references.
In The Perfect job Reference, I taught jobseekers how to use targeted reference cover letters to get an interview. It pointed out that once you've been through an interview, the interviewer will probably be calling your references to verify your credentials and ask for more information.
Beat the interviewer to the punch. Call the references whose names you've given, and fill them in on how the interview went. Tell them about the job, and how your qualifications fit it. Doing so will get them an Academy Award nomination for "best performance by a reference in a supporting role" from the Applicant Academy.
Re-contact your internal referrals.
Check in by phone with any internal referrals and friends you made during your research of the target employer. Tell them a few positive things about the interview. Inquire subtly if they've "heard anything." If they're receptive, ask them to "put in a good word" for you.
Prepare for your encore performance.
If you've followed the first ten techniques in this section, you'll be called back for a second interview. And the second interview is almost equated with getting the job. Statistically, this is true 60 percent of the time. However, there are crucial differences from your first visit. If you understand them and use them to your advantage, you can almost guarantee that you will be hired. Here's how to do it once more with feeling, from How to Turn an Interview into a fob:
If your first interview was in the personnel department, you will often be asked to return for another meeting. This will probably be with the supervisor and others in the department that has the job opening, which personnel call the functional department.
If you already made direct contact with the supervisor, and your second interview is with the personnel department, then you've probably already won the battle. That second interview then is merely a formality. Watching someone use a rubber stamp doesn't require much training.
"Supervisor" means any functional hiring authority from the chief executive officer down.
The differences are subtle. Generally, you have passed through the interviewer's office and will be working on your future supervisor. This means that you must use every means at your disposal to understand what makes him tick.
At this point, you should have several acquaintances within the company that you can contact. If you haven't developed them, now is the time,
One ally you probably have overlooked is the interviewer himself. He has stamped you with his seal of approval, and you can help him by closing the requisition. The interviewer also knows that if he allows too many applicants to become actual candidates, the supervisor will delay making a decision. With so many seemingly qualified people, the supervisor's decision is that much more difficult.
Call the interviewer, and after expressing your appreciation, lead into the discussion with a comment something like: "From what I understand, it looks like I'll really be able to assist _. Is there anything I should know before we meet?"
Then listen and take notes. The interviewer will be delighted to give you his impressions. Often they are extremely incisive since he has access to the personnel files. Before you conclude the conversation, ask the interviewer if he thinks the supervisor would mind a direct call. Interpret his "No, I don't." as a suggestion that you do so.
Then call the supervisor. After saying that the interviewer suggested you call him and asking if he has a few minutes, state: "I'm looking forward to meeting you (again) on _, at _. Before we get together, I wonder if there's anything you'd like me to bring."
The supervisor will not be able to think that fast. In the remote event he asks for something, evaluate whether it can affect your chances adversely. If so, say something like: "I'll check to see if I have it. If not, I'll bring what I can."
This is more than just an excuse to confirm the interview. It is a chance to hear where the supervisor's thinking is going to be with regard to hiring you. A little industrial espionage goes a long way. And you don't have far to go?
Generally, the second interview is more directed. It takes one of two paths, and you should prepare for both. The first is:
The "Who Are You?" interview.
This is similar to the first interview, with the interviewer asking you a lot of questions and you delivering perfectly timed responses. The difference is that you've now developed a clearer profile of your interviewer and the target job (with a little help from your friends) and know what drives the audience wild. Then there's . . .
KtiM The "What Can You Do for Us?" interview.
This interview tends to be informational rather than personal. Review your scripts and your notes to rehearse the buzzwords, inside information, and technical data. Be prepared to demonstrate exactly how your background, experience, and skills enable you to do the target job. It's a more objective approach, and you can be fully prepared.
Klifl Negotiate the terms of employment.
Even before the second interview is over, you'll know if an offer is on its way. Phrases like, "when you start" and "your role would be ..." tell you they already imagine you in the position.
This is an excellent time to customize the position to your needs as well as the employer's. If accepting their offer would require relocation, learn exactly how much leeway you have in a starting date. You don't want to start a new position under the pressure of a rushed move, an unsold house, and a frantic family. Inquire about the company's relocation assistance.
By[H Clarify the job description.
Analyze the positions below and above the target job. If the title is "manager" but there is no one reporting to you, determine just how much authority and support you will have. If the position is new, find out how yours will relate to other positions in the company. Some creative negotiating now will make the target job much easier.
Secure a star's salary.
Negotiating a salary is much like negotiating a loan: The more you look like you need it, the less likely you are to get it. If a salary or "range" is mentioned in your first or second interviews, don't react. If you directly are asked to disclose your current salary, give an amount that reflects the value of anticipated raises, upcoming bonuses, overtime, pay in lieu of vacation, and so on. Your new salary should be a 10 to 20 percent increase over your current (or last) salary. If relocation is involved, 20 percent is the minimum. If the new position involves an increase in responsibility, that should be reflected. Know all of this going into your salary negotiations, and write down your justification. You'll get justice (unlike after you become an employee).
BUM Get an offer in writing.
Once a verbal offer has been made, request a written offer by mail within a week. If you don't, write your own follow-up letter outlining the terms. Send it, and follow up immediately with the hiring authority to make sure you both agree.
Evaluate the offer.
Now that you've interviewed, second interviewed, negotiated, and secured an offer, it's time to decide if it's the offer. With your interviewing skills, it's not the only one you'll get. Evaluating a job offer requires you to consider carefully some important factors. They include the usual-salary, benefits, and career potential-as well as others you might not have considered. What will the working environment be like? How will it differ from what you are used to? If relocation is involved, how will your family be affected? Peak performance on the new job will be aided by a supportive, organized personal life. If you're out of work now, you may not feel you have the luxury of choosing. But you do. You owe it to yourself, your family, and your employer to find the best possible job from an infinite inventory.
win Accept with assurance.
After evaluating the new job and deciding that it's a good opportunity, demonstrate confidence in your decision. The way you accept will set the stage for future negotiations after you start work. If you writhe in pain, then make a qualified acceptance ("Okay, I'll take it, but..."), you'll start off on the wrong foot. It will be stuck on a floodlight. Things can heat up rather quickly like that.
Make sure the offer is right then go for it. Shake hands, smile, and emphasize how much you're "looking forward" to the "new challenge." In fact, you're "anticipating" the "opportunity" to "contribute."
96. Resign with refinement.
Don't burn any bridges. It takes forever to rebuild them, even if you don't get lost looking. Give proper notice, help in the hiring of your replacement, and train him or her if you can.
As I noted in The Perfect Job Reference:
The time to get a reference letter from a supervisor is before your coworkers cut your cake. This letter will come in handy in the future if your supervisor runs away from home, goes crazy, dies, or tries to block your career path.'®
Before you ask for a reference letter, review your accomplishments and results in the position you are leaving, and draft a sample letter. Chances are your supervisor will sign with a sigh (of relief-because he or she won't have to prepare one).
99. Thank your supporting cast.
Don't forget to "take care of your people"-those outside and inside the new employer who assisted. A phone call, a sincere letter, or a thoughtful gift will let them know you appreciated the help and keep your "net working" for you.
Begin again.
It's your first day on the new job. But some day-hopefully not too soon-you're going to want to move up, on, or out. Write down your accomplishments in your new job so that when it comes time to write a resume, you'll be ready. Keep your contacts continuing and your options open. While your job is a priority, your career is even more important. Give it at least equal time. I wrote Surviving Corporate Downsizing to help conscientious employees take charge of their careers. If you don't want to be at the mercy of others, get a copy and follow its advice. There's no feeling in the world like being able to get yourself hired any place, any time, on your own terms. "Best" wishes for success!
