Interview thank you letters – should you send them?

Should you send interview thank you letters when working with a recruitment agency?

It’s always great to see careers and recruitment topics featured in the mainstream media. One of the latest examples is Cosmopolitan’s focus on whether it’s appropriate to send job interview thank you notes.

There’s some really helpful advice within the piece. However, this particular article only applies to those interviewing directly with employers.

What about when your interview has been arranged via a recruitment agency?

In this case, it’s not appropriate to communicate directly with the interviewer/s, unless your consultant has specifically asked you to do so.

The client (your prospective employer) has chosen to work with a recruitment agency for a number of reasons. This is often partially due to time restrictions and wanting to ensure that there’s a dedicated person who’s committed to you throughout the selection process.

They will have arranged specific check-in points with your consultant, who remains your primary point of contact for interview feedback and similar.

So when will you receive your interview feedback…and when can you provide yours?

The specific timings will vary by business and agency. Most reputable agencies will take a proactive approach and want to hear from you soon after your client interview.

They’ll be interested to hear your perspective; this may include aspects such as…

  • How you felt the interview went
  • Your perceived connection with your interviewer/s
  • Any concerns you had regarding challenging questions or items that arose
  • Your interest in accepting the role if offered

Your consultant will also be in touch with the client at the soonest opportunity; as dictated by the employer’s availability.

Alongside relaying your feedback and interest in the role (where applicable), they’ll also gather the employer’s feedback. At this stage, it may be a case of awaiting further updates regarding second interviews or other selection processes.

Your consultant should advise you of the above. In certain circumstances (for instance, client holidays/travel or the need to await in-house meetings) it may be the case that there’s a bit of a wait before the client will enter their decision-making process. Your consultant should also keep you updated on this.

But what if you’d still really like to send interview thank you letters?

Even though it’s not appropriate to contact the client directly, there is another option! Why not email a thank you note via your recruitment consultant, detailing those aspects you would like to send on to the client? Revisit the Cosmopolitan piece for advice regarding the contents of this.

That way, your agency can relay your feedback via their email or phone conversations with the client.

This will still enable you to highlight your interest in the role and could help you stand out from your competitors.

Ideally, this should be sent to your consultant soon after your interview so that the experience is fresh in mind…and your feedback reaches the client before their decision is made.

Of course, before you get to the interview stage you need to apply for suitable vacancies! Here are the latest local opportunities.



Interview etiquette: expert tips!

How would you rate your interview etiquette? This post contains must-read advice for anyone who has not been interviewed for some time, those who keep being interviewed but are struggling to find a job, and even those who are due to be interviewing someone soon!

Interview etiquette: the rules of engagement

There are a number of rules of thumb when it comes to your general interview approach. Our first source clearly covers the basics:

  • Doing your interview research – from the job spec, to the company website, its social feeds, and any recent news reports.
  • Preparing to ask your own questions.
  • Letting you know how early you should be.
  • Anticipating the ‘greatest weakness’ question (tip: prepare something other than ‘I’m a perfectionist’, which is the most common response).
  • And watching your body language.

As we say, these are the basics. They are expected of all interview candidates and they signal that you’re taking the process seriously.

You can also use these tips to go beyond the basics and set yourself apart. For instance, using your research findings to prepare a document that demonstrates how your experience and/or skill-set suits the company’s mission or needs.

With many candidates spending just 30 minutes on their interview research, your efforts can really pay off.

Interview etiquette: questions to avoid

We’ve mentioned being prepared to ask your own interview questions. Some questions can naturally arise throughout the conversation and it may feel appropriate to ask these at the time. However, you’ll also usually receive an opportunity to ask any outstanding questions towards the end of the interview.

It’s best to spend a bit of time brainstorming this aspect in advance. What do you really want to know about the company or role?

If your prospective salary is the first thing to come to mind, think again! This was one of the five worst questions to ask at interview.

Instead, it could be wiser to think along the lines of asking the interviewer about their own experiences working for the company, their primary goals, expectations or similar.

Where possible, you can use their answer as a final opportunity to ‘sell yourself’ by drawing a connection between their response and your suitability for the role.

Interview etiquette: what you really want to say

The Independent has shared a number of handy insights for anyone who really wants to brush up on their interview technique.

They called it ‘The Four Most Important Phrases to say in a job interview’. It’s a longer-form piece, which outlines…

  1. The best way to respond when asked ‘tell me more about yourself’.
  2. How to show the interviewer that you know the challenges they’re trying to address and how you can help resolve them.
  3. Clearly expressing your ‘value and relevance’, alongside your greatest accomplishments.
  4. Finding a professional way to ascertain your possible suitability for the role.

The Independent also has a second article (already linked above regarding why not to say you’re a perfectionist) highlighting some other interview etiquette tips. These include not making a dig about your current or previous boss, being honest if you’re interviewing elsewhere and not asking about your holiday entitlement.

Interview etiquette: as an interviewer

Prospective interviewers will also want to check their interview etiquette – and the law! – when considering their upcoming questions. It turns out that 85% of interviewers are regularly asking inappropriate, and off-limits, questions. These include asking about:

  • A candidate’s accent
  • Date of birth
  • Year of graduation
  • Marital or relationship status
  • Plans to start a family

For more interview guidance and support, please call your Recruitment Consultant on 01225 313130. Looking for CV advice? Download our free PDF



Ghosting in recruitment

Why ghosting may be a growing recruitment issue – and why you really want to avoid being a part of it!

Mostly, ‘ghosting’ refers to dating. It describes the act of ending a personal relationship suddenly and without any explanation…or further communication whatsoever!

This cultural phenomenon actually entered the Urban Dictionary back in 2007 and is now regularly discussed online.

The act of ghosting is also increasingly being discussed in relation to both recruitment and employment.

How candidates are ghosting employers:

In this case, a growing number of job-seekers are failing to get in touch to explain that they will not be attending job interviews or their first day of work. Some are even using this practice to leave their jobs!

Why is this phenomenon growing?

Sources suggest that there are a few factors at play here. Firstly, the fact the ongoing skills shortage has created what’s known as a ‘candidate-driven market‘. As the name implies, this is when there are more jobs than there are appropriate applicants to fill them. In such periods, applicants can enjoy a greater sense of choice and may feel less pressure to impress each prospective employer. We’ll come back to this in a moment.

The digital nature of many recruitment processes could also be facilitating this problem. Candidates who have had little if any real-life contact with prospective employers might perceive ghosting to be a more ‘acceptable’ practice.

Applicants who have already experienced or used ghosting in other areas of their life may additionally feel that it is normal.

Why you really want to think twice about ghosting prospective employers…

The employment market will not always be candidate-driven. Throughout our many years in recruitment, we have also observed lengthy employer-driven periods. During such times, candidates compete against vast quantities of applicants and must stand out to succeed.

Your reputation really is your currency. Prospective employers and recruiters are looking for candidates that they can trust. It’s far better to get in touch and explain you’ve had an alternative offer, or that your plans have changed than to simply disappear. This shows that you respect everyone’s time and all efforts invested in you to date.

Employers, managers and recruitment consultants may also move around. The person you ghost at one company that you don’t care so much about may very well become the person recruiting for a role that you truly want.

Keep those doors open – those five minutes needed to pick up the phone or tap up an email could make all the difference to your future career!

Are you the sort of candidate who always wants to make a good impression? Here are the latest jobs that we’re recruiting for! You can also register your CV via the website.