NotJobs: a bright future in sales

24 October 2007 at 5:39AM Leave a comment

apathydemotivator

One of the frustrating parts of the job search is the waiting. Your hot resume and painstakingly crafted cover letter fly off your computer into the ether, and then… nothing happens. Sometimes the wait happens after an interview.

The secret is: Neither side of the desk likes the wait.

Sometimes Mr. Candidate decides to take matters into his own hands and follow up. There’s a Right Way and a Wrong Way to follow up after an interview. Unfortunately, a significant number of good candidates blow up at this stage.

Over on the Passive-Aggressive Notes blog, sales candidate Steve delivers a perfect example of the Wrong Way. Prior to sending the e-mail, Steve was one of the top five candidates. Here’s a brief snippet of Steve’s message:

Dan,

Thought I would hear from you this week. I guess no interest. Part of the deal is you make commitments and stick to them, particularly in the sales process.

You must see Steve’s entire ego-filled e-mail, as delivered by an anonymous submitter in Kansas City. Steve was one of the top five candidates before he sent his e-mail.

Droll commenter #38 raiseyourglass replies with the e-mail that many a recruiter or HR type would love to be able to send (but NEVER would):

Steve,

Sorry we did not respond promptly. You know how slow human resources can be with the hiring practices and job offers. We were very excited about accepting you as our new sales associate. However in light of the recent e-mail you sent, we are only able to offer you the door.

P.S. We hear the post office is hiring. Good luck in your future endeavors.

Nothing against the Post Office, of course…

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Entry filed under: Interviewing, NotJobs. Tags: , , , .

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My Core Ideas

1. "I can't tell you the best way to get a job - because there is no one best way. After 21 years of recruiting, I CAN share things I've seen candidates do to guarantee they DIDN'T get the job."

2. "Most companies don't realize how their recruiting process impacts their candidate pool, and their business. Attention to simple things will result in big improvements."

About the Author

Troy Bettinger, SPHR is a Denver Recruiter, Public Speaker, HR Metrics Analyst and Human Resources Leader who has been recruiting in corporate and municipal environments since 1991.

He specializes in the complete hiring process: defining, sourcing, recruiting, testing, interviewing, offering and orienting new hires. He's also well versed in strategic human resources, college recruiting, diversity recruiting, AAP, EEO, ATS integration, recruiting metrics, social media, recruiting leadership, training and employment branding.

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