How to Followup with the Recruiter After the Interview. I hopped on a best practices call with some Fortune 10 recruiters and here’s some key pointers they made…

1. How to Followup With
the Recruiter After the
Interview:Am I eligible to interview with you again?
If not, when can I again?
When ready, what can I do to prepare for the next interview?
In the meantime, what can I work on in terms of skill set to be a
better fit and bring more value for your organization?

2. During and Post-Interview
(Part I):
*Sometimes there’s nothing to say…it was just that somebody was just a
little bit better of a fit or was more skilled in one particular area
*Look at Youtube for tips put out by the employer’s branding team to see
what else you can work on
*It can take up to a week or longer for recruiters to get feedback from hiring
managers (so wait a couple days after the interview to reach out to the
recruiter) & say “hey I still wanted to mention that I feel I am a good fit for
the opportunity and here’s why” and list out 3-5 more statements why you
are a solid fit for the opening
*Practice interviewing with a friend or in the mirror by yourself, and utilize
the STAR interview format for each answer
*Most candidates do not explain enough or get deep enough into what they
specifically did for that specific project or achievement
*Make sure those experiences you shared during the interview should be
on your resume already so managers can identify that parallel

3. Key Takeaways For
Pre-, During and Post-
Interview (Part II):
*Don’t come across as desperate or arrogant
*Taking inventory of where your skills align with that role and focus on those as
your answers to re-confirm your skills with the hiring managers
*What will separate you from candidates is to explain what you’ve been doing
to better yourself and career while out of work, especially during COVID
*Analytics training is a positive for all roles and industries
*Behavioral-based questions are preferred and they’re trying to identify what
type of character you possess and the soft skills you bring (and they use
LinkedIn and your resume to identify both your hard and soft skills)
*They want to see your succession, how long you’ve been in your roles, and
how you articulate your skills and accomplishments throughout your tenure

4. Key Takeaways For Pre-,
During and Post-Interview
(Part III):
*Make your LinkedIn robust enough so they can identify you as
a viable candidate (meaning fill it out entirely)
*Put time into your communication cadence if you’re
networking on LinkedIn with a recruiter
*Join job search groups
*Make sure you meet the minimum requirements
*Sometimes postings will be open even if they filled the seat so
they can collect resumes for their pipeline
*If you know the recruiter in charge of the opening, send a
messaging asking “what can I do to show you I’m the right
fit for the role?”

5. Key Takeaways For Pre-,
During and Post-Interview
(Part IV):*Draw your line in the sand if the recruiter ghosts you (do you really want to work
with that type of company that doesn’t provide a solid candidate experience?)
*Applicant Tracking Systems (ATS) differs for all companies with different rules
each, so there’s no one way to “beat” the ATS
*Reach out to other people in the organization and other recruiters to help identify
the hiring manager if you feel you are an ideal candidate, but be prepared to sell
yourself (but know your threshold and when to move onto another role to target)
*Professionals with 15+ years of experience must have a summary and
accomplishments in the forefront of the resume, with experience afterwards with
dates included (1-2 pages maximum, even for more accomplished professionals);
and remove graduation dates or jobs that are no longer relevant
*Recruiters spend 7 seconds reviewing a resume so the top half is most important
*Cover letters still matter (list 3 reasons why you’re a fit for the role as well as the
best value you offer to the organization and how you can help impact change)
*Infographic resumes do not work

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