Many experts give advice; few show you what they do (and by no means am I an expert). I’ve been interviewing companies in my search for a recruiting leadership position and I figured you might enjoy reading what my Thank You letters look like.
I know they’re not perfect but they’re me, they’re honest, and I believe they reiterate the challenges I heard and reinforce what I can do to resolve these challenges.
After first interview:
Name–
Frankly, I was hoping to have sent this note sooner but at least I made my 48 hour response window!
Thanks for Monday and for sharing as much as you did about the state of recruiting at Company. I’m not one to toss around superlatives when a healthy dose of reality is what is needed; my ears heard challenges and opportunities – but the opportunities appear to be within your grasp…our grasp…given the global impact of Company’s products.
I see a need to create and inculcate a three-year workforce plan that tracks with the PEST environments; I’ve always had success in convincing managers to buy into these plans.
I see a need to identify and take advantage of new talent pools – quasi-hidden ones – that require real relationship building to become productive pipelines; I’ll show you a great one on Monday (I’m excited just thinking about this).
I see a need to teach all employees how to be better talent scouts and hand off high potentials to the recruiting organization; it is always breathtaking when a VP comes into the office and tells us, “I met this person at the airport – and we really need them.” Same goes for recruiters who excitedly relate stories about how they met someone while on vacation who just sent them their resume.
Name, I’m very bullish about our mutual convergent needs, experiences, and professional goals. Looking forward to Monday.
Happy Holidays…
After second interview (which was delayed because of a small little blizzard):
Name–
Once again, thanks for the time and the ears last week; I’m getting a clearer picture of Company’s recruiting landscape.
Without equivocation, better planning and better pipelines are areas of interest for continuous improvement but I also hear that whoever comes in will have to partner with hiring managers as initiatives are undertaken. As far as I see it – as biased a point of view as there is – I’ve worked for many types of companies, each in different places in their business and talent cycles and will bring to Company a quiver filled with many types of arrows each useful in unique situations (I hope you don’t mind the arrow metaphor).
To reiterate my “outside” recruiting work and my social media efforts don’t take up much of my week – they’re nothing more than creating, building, and maintaining relationships that have always been vital to my recruiting. Obviously, if we go to press, I’ll jettison my recruiting work. However, those with whom I interact with through blogging, Twitter, Facebook, etc. often end up as sources of hire, subject-matter experts, and counsel. One very positive thing my writings have produced are speaking engagements – which would be done under the Company banner if our talks progress to that point.
Finally, while I have many ideas about how to create a superlative recruiting organization, I am not someone who makes changes for the sake of changing. My friends and colleagues know me as a coach and mentor – two ears and one mouth that are used proportionally.
Happy New Year and I’m really looking forward to the next steps.
What do you think? And yes, I do think I use my ears and mouth proportionally. Snort…
The Recruiting Inferno 
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This is good, Steve. I think the note length is appropriate for the level of positions you are likely interviewing for and the level of personalization is top notch. No way you could reuse this without a significant rewrite and that’s what people need to do. Their note needs to fit themselves, the position and company and those all come together in unique ways.
Thanks for sharing.
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Thx Lance – with so many experts “telling” people what to do, I thought I’d show people what I did.
BTW, the response was better than I had hoped for – said I hit the nail on all the major issues.
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These are balanced with personality (canned really stinks and doesn’t hold anyone’s sincere attention) and thoughts on onboarding, address perceived concerns and show the right amount of follow-up and interest. ~Karla
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It also shows that I really listened. What a concept, eh?
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Genius. The only thing I’d add:
* Praise Publicly
* If you connected, and omnipresent on Social Networks with a massive following-refer your following/contacts/friends to the Company you are thanking.
* Drive purchasers to their business.
* Add that to the next communication with potential hiring manager. List social network recommendations snagit screenshot, or photo attachment.
* Next corespondance: Add an article that praises the business in a credible periodical, newspaper, business trade magazine either paper, or online source. Always cite the source using APA formal style format. It reminds the business you went to college, and know how to properly cite a source. It adds credibility. It protects you against copyright infridgement.
* Space these contacts out. Allow each contact to simmer. Wait for a follow up email before you send the next.
* Don’t be creepy, Be strategic. Always end each email/text with a call to action for next steps.
Listen to Steve Levy: at all times. When on the phone with him do not interrupt. Let him finish a thought before interjection. Listen actively.
Margo Rose, M.Ed. Human Resource Develop
Organizational Leadership
Social Media Community Manager
ICUC Content Moderation Services, Inc.
Social Media Community Manager
AMC Theatres
Founder of HireFriday & HFChat
http://linkedin.com/in/margorose
Friend to all recruiters, sourcers, trenchHR, digital marketers, new media connectors
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I did send over one article that was germane to their global manufacturing initiatives but that was it; I also haven’t connected to anyone yet on LinkedIn, etc.
Articles that spoke to the business were referred to in my first interview and were primarily reports written by analysts who follow the company and discussed challenges and opportunities.
One lesson here is to “Interview like a Consultant” – which I did.
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I think you hit the nail right on the head in your intro when you said, “I believe they reiterate the challenges I heard and reinforce what I can do to resolve these challenges.” Good job!
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Thx Lou- only an offer letter will tell whether the ty letters did the job
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Steve:
Your letters serve as idea generators and combined with the comments of HR Margo and the others, this post makes quite a nice resource for people to use in developing their own unique letters. Nothing is worse than canned.
Thanks always for your perspective!
Hannah (aka, Career Sherpa)
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Thanks Hannah…with so many templatized ways to say thanks and so many experts imploring you to listen to them, I would think more seekers would see the benefit of being genuine and demonstrating that they actually listened during an interview.
But then again, I’m only the recruiter and I have to read these pieces of work.
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These are great. I like how you referenced the potential objections, but reframed them as assets for the company. It’s a great model for people who lack the confidence that you (rightfully so) have.
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Thanks Tracy – I listened, took notes, reviewed the notes, thought about the opportunity…then I wrote the letter.
No template, hopefully a minimal amount of canned phrases and straight from my head and heart.
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