How to stop be­ing afraid of the fol­lowup

They’ve said they’d be in touch, but should you give them a shout in the mean­time?

Metro Canada (Winnipeg) - - WORK & EDUCATION - LAU­REN MARINIGH Ta­len­tEgg.ca

Know­ing how to follow up after an in­ter­view can be key to de­ter­min­ing if you progress on to the next step in the hir­ing process.

If you’re not the most as­sertive per­son, you may be afraid to reach out post-in­ter­view. Here are some im­por­tant steps to follow that can help make the process less in­tim­i­dat­ing. Or­ga­nize de­tails Of­ten job de­scrip­tions will out­line how or if they would like you to follow up.

Some jobs will state that only qual­i­fied ap­pli­cants will be con­tacted, and will strictly out­line not to follow up. Make sure you make note of th­ese things as you are send­ing out ap­pli­ca­tions.

Once you have sent out a fol­lowup, make sure to make note of a re­sponse you re­ceive. This will be cru­cial in know­ing when to follow up again, or know­ing the job sta­tus. There is noth­ing worse than fol­low­ing up when you’ve al­ready heard that a po­si­tion is closed. Follow up with the ap­pro­pri­ate per­son Just as when you ap­ply for a job, it’s im­por­tant that your fol­lowup be di­rected to the right per­son.

If you ap­plied to a gen­eral HR email, you can try fol­low­ing up to that email, but chances are you won’t hear back.

Try to find the per­son in charge of hir­ing for that par­tic­u­lar po­si­tion.

If you ap­ply via LinkedIn, of­ten you will be able to see who posted the job, and that will help iden­tify the right per-

son with whom to follow up. Know the plat­form How should you be fol­low­ing up?

If a po­si­tion specif­i­cally states “No phone calls,” follow up with an email.

Email is gen­er­ally a safer and less in­va­sive bet any­way, as it al­lows for the hir­ing man­ager to re­ply back in their own time — and avoids cre­at­ing an awk­ward sit­u­a­tion.

You don’t want to catch some­one off-guard or an­noy them by not fol­low­ing in­struc­tions that were clearly laid out in the first place.

If you have a more ca­sual re­la­tion­ship with some­one in­volved in the hir­ing process (but not the key decision-maker), you may want to con­sider us­ing a so­cial me­dia plat­form (like Twit­ter) to touch base. Let it be and give it time There is a fine line be­tween fol­low­ing up and an­noy­ing hu­man re­sources by be­ing too per­sis­tent.

You’ll def­i­nitely be con­tacted if you are a promis­ing can­di­date, so imag­ine your fol­lowup as sim­ply a con­fir­ma­tion of in­ter­est and an op­por­tu­nity to (hope­fully) gain more in­for­ma­tion about your ap­pli­ca­tion sta­tus in the process.

If you don’t hear back from the hir­ing man­ager, don’t take it per­son­ally.

While you may be dis­ap­pointed that your care­ful­ly­crafted ap­pli­ca­tion didn’t get a re­sponse, let­ting go of your dis­ap­point­ment is the only way to move for­ward.

IS­TOCK

Re­fresh­ing your in­box re­peat­edly is only go­ing to re­sult in frus­tra­tion. If the po­si­tion is taken down and you still haven’t heard back after a few weeks, it’s safe to say they are not in­ter­ested.

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