- Keep your name before them.
- Rekindle their interest.
Having others speak on your behalf is, of course, much more potent than doing it yourself. Now's the time for your strongest references to call or send letters to the hiring authority and/or others who might have input into the decision. For example, influential people in other organizations or board members might carry a lot of weight with the decision maker.
Be sure they understand your point of view and how much you can help the organization, as well as how much this opportunity means to you. Depending on the kind of position you're looking for, lobbying by others could be decisive. This is not, of course, the kind of thing you can do without having a strong network, especially good relationships with business friends.
What You Can Do Yourself
Think of ways to add information that might be helpful and/or interesting, either by phone or mail.
Phoning
The timing and frequency of your calls depend on several factors, including their time frame. Hopefully, before your meeting ended, you got some sense from them regarding follow-up and determined a convenient time to phone, unless there is some good reason not to, call back within a week from the time they will have received your thank-you letter. You might say:
"I'm calling to see if there's any additional information you'd like to have."
OR
"Calling to see if I can be helpful to you in any way"
OR
"I'm calling to ask about your plans for a second meeting. Would you like to schedule one now? or should I call back later this week?''
This may be a bolder approach than you're accustomed to using. But think of it this way. You sincerely believe that you'll be an asset to the organization. And they need you. You're just trying to get them off the fence so both of you can benefit.
Mailing or faxing.
Watch for articles that are relevant to their business, a mutual interest, or something they might appreciate. Have you received an invitation or meeting notice they might be interested in.? You could send a copy and write that you hope to see them there. Or even offer to give them a ride. Keep demonstrating that you are alert to what's going on and showing interest in them. That communication is persuasive, and that's what following up is all about.
Persistence, Not Annoyance
Are you concerned about "overdoing it"? Afraid you'll ruin your chances if you're too persistent? Your anxiety is understandable. This is a balancing act. And there are no fixed rules. But job seekers tend to be overly cautious-still hoping for the white knight to do the job.
Often, they don't call back after the interview. Or they call back once, find out no decision has been made, and drop the ball. You certainly don't want to be obnoxious. But I've never heard of anyone losing out on a job because they wanted it too much. On the other hand, I know of many people who got the job because they wanted it so much.
It Ain't Over, till It's Over
One example:
A nonprofit organization was recruiting a marketing director. Mr. Abel, the executive director, had interviewed several qualified applicants and selected one.
Before he offered the position to "Ms. Best," Janet called, explained that she had just heard about this job, and asked for an appointment. "Sorry," replied Abel. "We have already interviewed several very qualified people and we've selected the best person. The job is filled."
Most people would have given up right there. Not Janet.
"Have you made her an offer yet?" she asked.
"No, not yet''
"Please don't make any offers until you see me. You'll be glad you waited. I can come to your office this afternoon or tomorrow morning, if that's better for you."
You know the rest. Janet got the job. Her spirit and determination were just what the organization needed. It was a happy ending for everyone. Except, of course, for "Ms. Best"
Now You Have an Ally
Once you've passed the screen test, you know that at least one person thinks you're right for the job. Identifying your advocate should not be too difficult when you return for your second meeting. If it's the hiring authority, you're in luck. But in this case, it's John, a staff member you'd be working with. You and John hit it off right away and you're both sure you'd work well together.
John can be very helpful in convincing the hiring authority, who is on the fence. You might ask John what they regard as your strengths-and weaknesses. Or any reason(s) they're hesitating to hire you. Then you know what objections you have to overcome.
