The job search timetable can be a very frustrating for people actively seeking employment. The need to know if one is still in consideration for a job, and the next step in the process can be overwhelming. Lean management teams have employees working to the max, so scheduling interviews and meetings can be problematic. You want updated information, but you don’t want to be seen as a pest. So how does one manage the emotional roller coaster while continuing to demonstrate interest in the position. How often should the candidate contact the hiring manager or recruiter? What is the line between demonstrating one’s interested in the position, and becoming a stalker? Last week I encountered both extremes.
Jane was a candidate for an IT search I am working. She had the habit of emailing me for updates, almost hourly. It was a real burden to my productivity responding to each inquiry. Based on her spotty work history over the last five years she was already a questionable candidate. Her impatience and constant follow-up led me to believe that there might be more to that story. Needless to say, I did not recommend her to my client.
Sue, on the other hand, is a prime candidate for an excellent job. Although she’s not a candidate for one of my searches she is someone I’ve known for quite a while. Her strategy is to check in weekly via email. She sends pertinent articles on her industry which the hiring manager should find interesting. That strategy seems optimal to me as it isn’t obtrusive; it demonstrates that she is current in her field; and that she is a team player willing to share information. So instead of pestering the hiring manager about next steps, she subtly reminds them of her interest and qualifications while providing a value-added service.
The fact of the matter is that the employer’s selection process is beyond the candidate’s control or that of any third-party recruiter. The hiring process is certainly very important to employers, but is not their only responsibility. You can be sure that hiring managers have a number of equally important activities occupying their time. So, the candidate’s ability to influence the timing of the selection process is largely beyond their control. Although stressful, and possibly difficult to deal with, the candidate needs to develop coping strategies to manage their stress. This is vitally important as the hiring manager is watching your behavior during this period, factoring it into their selection process. In other words it’s a bad sign if you are perceived as impatient with their selection process. It will be assumed that you have difficulty handling stress making you unsuitable for the job.
If the job opportunity is real, and you are a viable candidate for the position, then you can be sure that the client has every interest in moving you forward in the process. It is important to remember that no news is “no news.” In other words, if there is nothing new to report, there will be no update. You must have other tasks to occupy your time so as not to obsess over any one opportunity. More to follow on that point.
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Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com