Give the Hiring Process Time

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One of the frustrations expressed most frequently by my clients is having to wait to hear nay or yay on next steps after applying for a position. Some are surprised because they assume that given unemployment and economic figures, it should be a piece of cake on the employer’s end. They simply spread the word to employees that hiring is afoot. The job is posted on the website. LinkedIn and other chosen social media sites are buzzing with networking; the employer’s servers are inundated with hundreds of candidates. Then that lucky bunch for next steps is spit out by applicant tracking systems. Interviews should commence within a week or so, followed by a decision. Oh, in a perfect world.

If you are a jobseeker, there are two important truths to remember, that will serve you well.

Truth #1: Hiring Often Takes Time.

It just does. Search committee members, managers and other decision-makers are in and out. People key to the process are traveling, out sick, or bogged down with other priorities and initiatives. A budget scare freezes the hiring request, which is then brought back to life with the realization that the position must be filled. Other candidates have more enticing resumes and LinkedIn profiles and are chosen over you. Then the top candidate fails a screening. The new hire’s performance is deemed unacceptable within the first month or so. The new gem of a hire bolts out the door after a week for greener pastures. What’s frustrating is that you aren’t privy to this from the outside.

If you have applied through the asked-for channels, your power is in hanging around; staying on their radar. Once you are in the system or loop for actual positions, you should be ready to persistently support your candidacy over what might be a stretched out period of months. Months before a hiring decision-maker says, “Yes, we’re interested,” and when you might actually walk in to start your first day after hire.

Truth #2: Don’t Disappear.

Don’t assume that not hearing means you’re out of the game. If you don’t hear that “nay,” then think Energizer Bunny; keep going and going. I am going to assume that you track your job search activity. With the exception of job offers, this “maybe” area is the most important for monitoring and action. You want to be remembered by the hiring decision-maker. You want to pop in and out every week or so, no matter how long the full cycle takes. You respectfully emerge, and you don’t let the hiring authority or contact submerge. Not hearing from him doesn’t mean you’re not on the “A” list. He may be busy or distracted. He may not have anything new to tell you.

Tickle that contact every seven to ten days.

Bob, I’m just touching base to see if you’ve moved ahead on hiring the Senior Buyer. I know you’ve talked to a lot of people, so to clarify, I interviewed with you for the position, and you were quite encouraging. I appreciated your sharing that you were impressed with my credentials and relevant experience. My hat is still in the ring! What’s next?

Here when you need me,

Patricia Smith

You stay friendly, every week or two, until you’re either hired or rejected. It’s not easy to stay in their universe without being a pest. You’ll have to be creative in ways to connect. You’ll want to vary your means of approach. One week send an email. Next time leave a voice mail. Send a snail-mailed card. Send a new version of your resume or a complementary document like a marketing brief or reference portfolio. Send a link to an item of interest.

When we interviewed, Joan, you mentioned your interest in Golden Doodles. I thought you might enjoy this picture and story of our neighbor’s recent rescue and adoption of a injured, homeless Golden Doodle pup. Let me know when you plan to interview for the Project Manager role, blah blah.

A continuing interest letter is a great tickler. You can send emails and letters like this several times if you’ve heard nothing.

Attention: Bob Brown, ABC Company

Dear Bob,

We talked in August about the Senior Buyer position in Minneapolis. I’m hoping that your company’s been moving forward toward that hiring goal. I’ve left you some messages and sent a new marketing brief. I just wanted to let you know that I’m still very interested in the opportunity. I’m sure that I can hit the ground running to add  immediate value to your household goods line. Please let me know if I’m still in the running, and what I can do to help you decide that I’m your top pick.

Still excited, 

Patricia Smith

Your mission on behalf of you, the candidate, is to not disappear. Solicit a yay or nay. Anything in between means your work continues.

 

Photo: MattysFlicks

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