By Bob Van Rossum

This seems like such a basic part of the job search process, however I am finding more candidates confused about this today than I have seen in during the 12 years I have be in recruiting. 

Ultimately you need to send a thank you note to everyone you have interviewed with.  In today’s world the preferred method for such communication is e-mail. 

Each letter to needs to be personalized to the recipient and can be used to highlight a point you made in the interview that you believe was important.  Please notice I said to highlight a point, not to create an entirely new line of thought.  This is not the time for I forgot telling them all the things you forgot to bring up during the interviews. 

Be humble and grateful, yet confident in your ability to exceed their expectations.  Ultimately people want to work with people who are excited about working with them and for the company.  Please address in your why you are excited about being part of the team. 

Timing is also important, if you send the note from your smartphone when you get to the car, you are stalking.  Best time is that evening when you are done with you work day.  If you wait too long it will be hard to convince them you are really excited about the role and company. 

Also check out:

Win-Win Salary Negotiation

How to Prepare for an Interview

Career Success Triangle

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By Bob Van Rossum

Calling it win-win makes this a cliché and while I hate using cliché’s, unfortunately this is the best description.  Too often in the process, both sides get too focused on themselves and as a result too rigid.  A great deal for company and candidate can easily fall apart by focusing on things that are of little importance. 

If the hiring company gives a little is that better than going to the candidate who is second best?

If the candidate gives a little is that better than staying in a job that has no opportunities for career advancement?

Candidate

For the candidate it is important to remember that you only want to negotiate “go” or “no go” items.  Too often candidates confuse questions with negotiation points.  For example, healthcare is not a negotiable item, so you only need that information to help you make a great decision.  Ask for benefits related information in a separate conversation from you salary negotiation.  Keep the salary negotiation focused and simple. 

Company

Take a second to realize that while this is just business for you, it is very personal for the candidate.  You are working to fit the best candidate into you salary range and have internal equity, the candidate really wants to feed their kids.