Most employers use some sort of rating system at the end of an interview. Some may just jot down notes; others use a comprehensive evaluation form. With this in mind, be aware that the way you end the interview will be a vital component in securing the job offer.
Be Memorable: End with Your 60 Second Sell
Most seasoned interviewers will tell you that it is easy to forget a person 60 seconds after she runs out the door. You can often sit back at the end of the day, look at the resumés, and wonder who was who.
Using the 60 Second Sell and the 5 Point Agenda ensures repetition of your major strengths. Creating examples that demonstrate these strengths and effectively answering questions in less than 60 seconds will reinforce your abilities and your desire to do the job. Using your 60 Second Sell as you are ending the interview will leave the employer with those few thoughts to ponder as she fills out her evaluation form, remembering your five most marketable skills to meet her company’s needs and do the job.
The end has come; the employer has asked all her questions, and you’ve followed with yours. You’ve learned about the next stage and when the company will be making a decision. Just before you get up to leave, close with your 60 Second Sell. Be sure to incorporate any major point that you learned from the employer during the interview, replacing one of the original five points with a new one to hit upon the organization’s need. Here’s how one client won the job:
“Thank you for the opportunity to meet with you and learn about your needs for an executive director. Let me just summarize what I would bring to this job. I believe my 13 years in association management, assisting associations in their development and growth, would be an asset to you. It sounds as if I’d be able to put to use all the event planning and the media contacts I’ve developed to create very profitable events, obtaining the publicity and corporate sponsors that ensure high attendance. I believe the addition of seminars and workshops would be a new revenue source for you, as it was for my last employer. Finally, I think my resourcefulness in being innovative, maximizing the use of volunteers, and working with restricted budgets would be very beneficial in achieving your goals. I believe I would make some very valuable contributions if I joined your team. Thank you again for this meeting and your interest.”
Format the close to directly apply your abilities to what the employer has revealed about the position. Once said, stand, shake hands, and leave.
Employer Rating Chart
As soon as the door closes, the employer takes notes. She decides whether or not you are someone she could work with. Below is a typical ratings report an employer might complete after each interview. Note that this employer uses facts and impressions she’s gathered during the interview process. First the determination—can you do the job—evaluating technical competency, noting weaknesses and strengths. Skill areas are examined; job knowledge, communication skills, managerial style, organizational/planning problem-solving and decision-making abilities are rated. A decision is made about whether you are a potential candidate to be hired for the job. See the chart on pages 175 and 176.
Postinterview Assessment
Immediately after the interview, find a spot to sit down and write out your assessment of the employer and the position. This will help you to improve your interviews in the future and to evaluate the employer’s needs for future interviews if the process continues; also, note any special problems or tough questions to practice answering in the future. Jot down the following:
Interview Evaluation
Name:_______________________________________
Position:___________________________________
Technical competency: Candidate’s strongest skills are:
1.__________________________________________
2.__________________________________________
3.__________________________________________
Compared to our job needs, these strengths are:
__ Not important __ Somewhat Important __ Important
Performance of technical skills at previous job:
__ Poor __ Below average __ Adequate __ Good __ Excellent
Weaknesses or areas of concern:________________________________
Overall job knowledge:
__ Poor __ Below average __ Adequate __ Good __ Excellent
Oral communication skills:
__ Poor __ Below average __ Adequate __ Good __ Excellent
Written communication skills:
__ Poor __ Below average __ Adequate __ Good __ Excellent
Organizational/planning abilities:
__ Poor __ Below average __ Adequate __ Good __ Excellent
Managerial skills:
Describe candidate’s supervisory style:
Rate style in relation to managing employees who will report to this person:
__ Poor __ Below average __ Adequate __ Good __ Excellent
Computer skills:
Hardware experience:____________________________
Training needed:____________________________
Software experience:____________________________
Decision-making experience:
__ Poor __ Below average __ Adequate __ Good __ Excellent
Interpersonal/customer skills:
__ Poor __ Below average __ Adequate __ Good __ Excellent
Analytical abilities:
__ Poor __ Below average __ Adequate __ Good __ Excellent
Work ethic:
__ Poor __ Below average __ Adequate __ Good __ Excellent
Personality:
Describe:____________________________________________
Asset for the job:
__ No __ Yes __ Most definitely
Comments:_____________________________________________
Hiring rating:
__ Definitely not __ Adequate with some reservations
__ Possible hire __ Definitely hire
Explanation:___________________________________________________________
Signature:________________________________
Date:_____________________________________
Thank-you Notes
Employers can be influenced once you have left the room. A thank-you note can often reaffirm that they have made the right choice. The note can tip the hand in your favor if the choice is between you and someone else. The employer believes a person who really wants the job is likely to perform better on the job. I recommend your note be on a card with the words “Thank You” printed on it in a professional, businesslike style (these are available from a local drugstore or card shop). Or choose plain, high-quality note card stationery that looks professional and expensive. Jot down a few lines, thanking the employer for the opportunity and reiterating a strength or two you would bring as a “valuable contributor to their team.” Often, seminar students object, saying, “Shouldn’t I type a letter?” Typed letters do not have the same impact. Sometimes they are opened by an assistant and not seen by the employer. Other times, they are only glanced at. Many seminar students want me to approve sending a simple e-mail. No—they are forgotten five seconds after they are opened. The note—handwritten (print if your writing is not legible)—is a personal communication. Demonstrate the extra effort you put into your work. It certainly won’t negatively impact your chances. Most candidates do not send thank-you notes. Here again is the chance to move to the top and be reevaluated. Notes must be mailed within 24 hours, preferably the same day as the interview if timing allows.
How to Remain a Viable Candidate When Someone Else Gets the Job
Up to 15% of all new hires do not work out within the first two months. The reasons vary—perhaps the candidate continued interviewing and got a better offer, or his performance and personality did not fit the employer’s needs.
One candidate accepted a position for a top management position. Relocation was involved, so the employer agreed to wait eight weeks for the candidate to start. On the night before he was scheduled to start, a fax arrived saying the person had changed his mind and wasn’t coming.
There are times when follow-up can win you the job. Here’s what to do:
1. Call to verify that the employer selected another candidate. Reiterate that you are still interested in the job if the person doesn’t work out, and ask the employer to reconsider you if that should happen. A few of my clients ended up with the job simply because they did this and made it easy for the employer to call them again. Don’t burden the employer with questions about what you did wrong—he is not likely to honestly share that information. And never argue or get defensive. The employer will hire the person he feels is best suited for the job. A great technique, which many clients have had success using, is to inquire whether the company has any other available positions that you might qualify for. If so, secure the name of the hiring manager and contact that person at once. It’s also a good idea to ask, “I’m sorry it didn’t work out, Bill; by chance do you know of any other companies looking for a (use the job title you interviewed for) like me?” This has led savvy job hunters to their next new position.
2. Check back in four to six weeks to see if the person is working out. If he isn’t, the employer will be very glad to hear from you.
3. When you are not the first choice, ask about the other person’s skill and experience with a couple of probing questions. “I understand the person had more experience—in what areas?” Asking nicely in a “help me out so I’ll improve” approach can allow you to see where your answers and responses need work in the future. If you feel the employer missed some important aspect of your background, you can add, “I recognize that I was a little nervous during the interview and probably didn’t communicate to you very well my experience in (you fill in the blank).” Then offer solid examples of this experience. If the employer shows interest, ask to meet with him again—anytime, anyplace. This has helped people obtain a second interview after HR eliminated them.
4. Forget your pride. Pride does not pay your bills. Perhaps you didn’t get the initial offer because you didn’t sell yourself as effectively as you could have. Whether you are second, third, or fifth choice does not matter if in the end you’re the one who takes the job and goes home with the paycheck. Be humble if you are called back, and resell the employer on your abilities to do his job well.
You will not salvage every lost opportunity. But so few candidates ever practice good follow-up techniques that you will be among scant competition if you do. And under the right circumstances you will grab the job from the jaws of defeat and get the position you really want.