Thanking your interviewer could make the difference.

So…you’ve applied! You submitted your resume and got the call! Now you just need to pass the interview and get the job! Taking a moment for an extra step AFTER the interview could just be the missing link. Many officers and senior enlisted do this interview tip…it can get you hired!

Putting in the time to thank an interviewer after a job interview with a thank you letter, note, or email is not just good interview etiquette, it also strengthens your interest in the position.

Sending a thank you note can provide you an edge over other candidates who may disregard to do so. In fact recruiters love getting thank-you notes, but only report receiving them 24% of the time.

What Your Thank You Note Accomplishes

Your thank you note can be a space to deal with any concerns or issues that turned up during the interview. Too, you can consider your thank you letter a follow-up sales pitch. In it, you can restate why you desire the job, summarize your credentials, share how you might make contributions to the organization, and so on. It’s an opportunity to remind job interviewers why you’re the very best prospect for the job.

Your thank you letter is also the best opportunity to talk about anything of significance that you didn’t address as completely as you would have liked throughout the job interview.

Keep in mind, though that your thank you keep in mind should be quick and to the point. A number of short paragraphs are plenty. Remember it’s not how much you write, it’s just doing it that makes interviewers rave about this single action!

If you’re not exactly sure how to compose a letter thanking your interviewer, put in the time to evaluate some sample thank you letters, thank you notes, and thank you email messages. This single interview tip can get you hired.

Usage Key Facts From the Interview in Your Thank You

There are a couple of crucial facts you’ll require to remove from your interview, so you can get your thank you letter right.

First and most significantly, you’ll need to understand who interviewed you. What was her name and how is it properly spelled? Does she pass a more formal name on her company card? What was her title? This is where exchanging organization cards is handy.

If you don’t have service cards or for some reason that exchange didn’t happen, inspect the business directory or website to obtain this info. The information might also be available from e-mails sent out prior to the interview.

Others might have entered the interview room briefly or joined you for a tour of the office or facility. It is good to exchange business cards with them too. You can mention them in your note to your primary interviewer. Depending upon the length of time you invested with them, you may want to send out those individuals a thank you note also.

It never hurts to be top of mind for multiple people at the company with which you are interviewing. You never ever truly know who will lobby for you to be the leading choice. Be sure they have your contact details on your card and send them a thank you letter if you feel it is suitable. At any rate this interview tip is a winner.

You might also wish to take a mental note of what you liked best about the workplace, and any pastimes or interests you shared with the recruiter. These can make good additions to personalize your thank you note, and maximize the effect of this interview tip.

What’s the Best Option: Sending Email, A Printed Note, or Handwritten Card?

In bygone days, only a composed card or letter would do. However these days an e-mail is appropriate as a thank you for a job interview. But remember not to be too informal– use formal titles and proper salutation and signature.

A typed and signed letter is also excellent and even a handwritten card might be a great touch depending on the job interviewer and the type of job you requested.

No matter how you make up and send your note, make sure to proofread it, and look for any spelling mistakes or typos. A simple mistake might be a big strike against you.

The best part about using an e-mail is speed and precision of delivery. While any type of interaction can go astray, if you have actually already exchanged e-mails you can be sure your thank you note will be received by the job interviewer. A printed note or card can be more individual in touch however might take longer to reach the interviewer, especially in a larger business with a huge mailroom where pieces of mail exchange lots of hands.

When to Send Your Message

But while email can be sent out immediately, it’s best to wait for at least half a work day before sending it. If your interview took place in the afternoon, send it out the next early morning. If your interview was in the morning, send your note near the end of the workday.

Here’s a quick recap:

ALWAYS SEND INTERVIEWERS A THANK YOU NOTE.

It’s good manners, and likewise a chance to make the case for your candidacy yet once again. And of course interviewers rave about this single interview tip!

KEEP YOUR NOTE SHORT.

Do not let your message drag on. Keeping it to one or two points in addition to revealing your appreciation to the job interviewer.

GET A BUSINESS CARDS DURING YOUR INTERVIEW.

That method, you’ll have contact info easily offered.

PROOFREAD CAREFULLY.

Read your note numerous times to avoid spelling mistakes and typos.

Check our Career Search Engine for positions you haven’t thought of, And, our blog for more tips and timely information to help you succeed!

Workplace diversity has become a heated topic and a top priority for human resource departments. Today, companies are starting to realize that in order to truly attract top talent and run a business that appeals to the greatest amount of people, they need to be proactive about having a diverse talent acquisition plan. Some of them go the extra mile by posting openings on minority specific job boards.

But there are other simple things that any company can do to make sure they appeal to a wider talent pool and eliminate any unconscious biases during their hiring process. By taking intentional action on this front, companies can make sure they have a variety of perspectives contributing to their products — from women to minorities to veterans–and be more successful for it.

What companies can do to hire diversely

Blind Screening

Everyone makes unconscious judgments — often based on something as simple as a name on a resume. And this type of bias is so common that it’s quantifiable. In an age of great technological advancements and ever-increasing digital job applications and resumes, it is possible to filter categories such as name, college, etc. to remove potentially identifiable information about a candidate. This allows for hiring teams to review resumes without bias and the most qualified applicants can then be interviewed.

Having A Diverse Talent-Acquisition Team

Having a variety of people conducting screenings and interviews for a company helps establish checks and balances — as well as showing candidates that they’ll be welcomed and comfortable.

Using Inclusive Language in Job Descriptions

Diverse candidates, and particularly women, often inadvertently removed them from a talent pool before they even apply, due to job ads that include gender-biased wording. For instance, the words “dominate” and “competitive” are masculine-coded words. Other fields, such as teaching, experience the flip side by using feminine-coded words like “supportive”. To avoid this pitfall, focus job postings on company values and criteria that are important to job performance.

Emphasize Value-Based Hiring

Having well-defined company values and emphasizing them during all stages of the hiring process allows companies to create a team where everyone truly cares about the work they’re doing. Value-based hiring means, defining and committing to a set of organizational values and making job descriptions, interview questions, and employee evaluations reflect those values. Humans are inherently drawn to companies and positions where they feel they are valued. This philosophy helps draw out not only the most talented candidates, but also promotes employee retention.

Seek Out Candidates Where They Are

Companies who want to take their diversity search to the next level should think about posting jobs on sites specifically designed to appeal to non-traditional candidates. This requires going beyond posting vacancies on the standard Monster, Indeed and Job Service job boards. For instance, Equality Magazines oversee job boards on Hispanic Today, Black Perspective, Women in Business and Veterans Enterprise.

At the end of the day, diverse hiring comes down to one thing: intention. Companies must recognize the need to change their hiring practices. It is human nature to avoid change, however, in order to attract and build a more diverse work environment, traditional hiring strategies must be reconsidered and changed to attract candidates from non-traditional backgrounds.

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Interview Tip: This 1 Thing Is A BIG Plus