Following up after 2nd interview - RecruitingBlogs2024-03-28T14:33:37Zhttps://recruitingblogs.com/forum/topics/following-up-after-2nd?commentId=502551%3AComment%3A824337&x=1&feed=yes&xn_auth=noWell I did not get my call re…tag:recruitingblogs.com,2009-12-20:502551:Comment:8243372009-12-20T18:56:29.780ZViv Phippshttps://recruitingblogs.com/profile/VivPhipps
Well I did not get my call returned and now know after another call that HR is on vacation - Is the proper thing to do - as I've been told to never go around your initial contact, is to wait until HR is back in the office in 2 weeks or contact one of the other interviewers, who may still be available, to get a status report on the position?<br />
Thanks<br />
<br />
<cite>Alan Whitford said:…</cite>
Well I did not get my call returned and now know after another call that HR is on vacation - Is the proper thing to do - as I've been told to never go around your initial contact, is to wait until HR is back in the office in 2 weeks or contact one of the other interviewers, who may still be available, to get a status report on the position?<br />
Thanks<br />
<br />
<cite>Alan Whitford said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topics/following-up-after-2nd?id=502551%3ATopic%3A822846&page=2#502551Comment823807"><div>HI Viv<br/> <br/>
Yes, we talked about 'ideal' practices from the get go. To me, these apply whether the first or third or fourth interview. At the least, you should be directly in contact with your HR person as soon as you have spoken with the candidate - providing feedback into their decision loop is very important. Worse case is HR says ' don't know anything yet, thanks for the feedback' and you get another opportunity to set the agenda for the rest of the steps to follow (as per Jerry's comments)</div>
</blockquote> HI Viv
Yes, we talked about…tag:recruitingblogs.com,2009-12-18:502551:Comment:8238072009-12-18T19:43:48.899ZAlan Whitfordhttps://recruitingblogs.com/profile/AlanWhitford
HI Viv<br />
<br />
Yes, we talked about 'ideal' practices from the get go. To me, these apply whether the first or third or fourth interview. At the least, you should be directly in contact with your HR person as soon as you have spoken with the candidate - providing feedback into their decision loop is very important. Worse case is HR says ' don't know anything yet, thanks for the feedback' and you get another opportunity to set the agenda for the rest of the steps to follow (as per Jerry's comments)
HI Viv<br />
<br />
Yes, we talked about 'ideal' practices from the get go. To me, these apply whether the first or third or fourth interview. At the least, you should be directly in contact with your HR person as soon as you have spoken with the candidate - providing feedback into their decision loop is very important. Worse case is HR says ' don't know anything yet, thanks for the feedback' and you get another opportunity to set the agenda for the rest of the steps to follow (as per Jerry's comments) Viv Phipps said:Candidate fee…tag:recruitingblogs.com,2009-12-18:502551:Comment:8238022009-12-18T19:41:06.986ZAlan Whitfordhttps://recruitingblogs.com/profile/AlanWhitford
<cite>Viv Phipps said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topics/following-up-after-2nd?commentId=502551%3AComment%3A823624&xg_source=msg_com_forum#502551Comment823595"><div>Candidate feedback is not a concern and wasn't my question, as its always done asap - within the hour - end of day, etc. I wanted to know what is a reasonable expectation when the 2nd interview is done by another person - so HR has to get feedback from the CEO and then relay it to you. Sounds…</div>
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<cite>Viv Phipps said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topics/following-up-after-2nd?commentId=502551%3AComment%3A823624&xg_source=msg_com_forum#502551Comment823595"><div>Candidate feedback is not a concern and wasn't my question, as its always done asap - within the hour - end of day, etc. I wanted to know what is a reasonable expectation when the 2nd interview is done by another person - so HR has to get feedback from the CEO and then relay it to you. Sounds like consensus is 24 hours is acceptable - same as with a 1st interview, no matter who did the interview.</div>
</blockquote> Karen - I don't think anyone…tag:recruitingblogs.com,2009-12-18:502551:Comment:8236252009-12-18T16:06:55.710ZJerry Albrighthttps://recruitingblogs.com/profile/JerryAlbright
Karen - I don't think anyone here would disagree with "Immediately" as the best time for feedback. Viv's question seemed to come more from a "what now?" perspective. So that brought up the REAL issue - which is to make sure you set up expectations prior to the interview happening.
Karen - I don't think anyone here would disagree with "Immediately" as the best time for feedback. Viv's question seemed to come more from a "what now?" perspective. So that brought up the REAL issue - which is to make sure you set up expectations prior to the interview happening. Candidate feedback is not a c…tag:recruitingblogs.com,2009-12-18:502551:Comment:8235952009-12-18T15:24:46.526ZViv Phippshttps://recruitingblogs.com/profile/VivPhipps
Candidate feedback is not a concern and wasn't my question, as its always done asap - within the hour - end of day, etc. I wanted to know what is a reasonable expectation when the 2nd interview is done by another person - so HR has to get feedback from the CEO and then relay it to you. Sounds like consensus is 24 hours is acceptable - same as with a 1st interview, no matter who did the interview.
Candidate feedback is not a concern and wasn't my question, as its always done asap - within the hour - end of day, etc. I wanted to know what is a reasonable expectation when the 2nd interview is done by another person - so HR has to get feedback from the CEO and then relay it to you. Sounds like consensus is 24 hours is acceptable - same as with a 1st interview, no matter who did the interview. There's not much to add to al…tag:recruitingblogs.com,2009-12-18:502551:Comment:8235762009-12-18T15:08:21.819ZFran Hoganhttps://recruitingblogs.com/profile/FranHolm
There's not much to add to all of this expert advice. Great comments Jerry and all right on the mark! I agree 100% with not selling the candidate until you've had the company feedback. I have a client who knows that he wins if I speak first. He always tries to trick me into talking first. Now I just tell him I haven't spoken to the candidate yet.<br />
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I also agree with the candidate feedback needing to be immediate although that wasn't the question. I went to a training seminar once a loooong time…
There's not much to add to all of this expert advice. Great comments Jerry and all right on the mark! I agree 100% with not selling the candidate until you've had the company feedback. I have a client who knows that he wins if I speak first. He always tries to trick me into talking first. Now I just tell him I haven't spoken to the candidate yet.<br />
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I also agree with the candidate feedback needing to be immediate although that wasn't the question. I went to a training seminar once a loooong time ago. The trainer (I can't remember his name - forgive me if you are reading this) said that you should tell the candidate to call you immediately after the interview. Since most people are motivated to do things when there is something in it for them.....Tell him/her that if you don't hear from them within an hour after the interview you will assume it is because he/she is not interested in the job and you will call the client to let them know. That happened to be a big frustration of mine at the time and I decided to try his advice. It took a lot of nerve but I did it and I believe it worked.<br />
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Once I gained more experience and more control over the process I didn't need to use that anymore. The way I gained control over the process was to clarify and confirm everything at the very beginning with my clients and the candidates. Hi Viv
Some great advice fro…tag:recruitingblogs.com,2009-12-18:502551:Comment:8235102009-12-18T14:05:10.815ZAlan Whitfordhttps://recruitingblogs.com/profile/AlanWhitford
Hi Viv<br />
<br />
Some great advice from some great recruiters like Jerry and Craig (among others) on setting expectations in advance and ensuring that all parties - candidate and client and you- agree the ground rules going in.<br />
<br />
However, I do echo the comments of Karen M,<br />
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1 Candidate follow up should be immediately after the interview (or as close to immediate as possible, given that the candidate may have to get back to work or other activity)<br />
<br />
2 Client follow up should be as close to the candidate…
Hi Viv<br />
<br />
Some great advice from some great recruiters like Jerry and Craig (among others) on setting expectations in advance and ensuring that all parties - candidate and client and you- agree the ground rules going in.<br />
<br />
However, I do echo the comments of Karen M,<br />
<br />
1 Candidate follow up should be immediately after the interview (or as close to immediate as possible, given that the candidate may have to get back to work or other activity)<br />
<br />
2 Client follow up should be as close to the candidate feedback as possible. While this may not be a 'selling' time (open to debate), it is a critical time to ensure there are no misconceptions on either side from the meeting (which is what an interview is).<br />
<br />
The longer the wait, the more anxious the candidate and you will be. And, depending on the client view, there may also be a question on the interest of the candidate if you haven't followed up. And, imho, email is 2nd best in this situation, you need to use the telephone.<br />
<br />
Good luck and hope your candidate secures the position.<br />
<br />
Alan Whitford As a young recruiter, reading…tag:recruitingblogs.com,2009-12-18:502551:Comment:8235082009-12-18T14:04:08.487ZAkiode Segunhttps://recruitingblogs.com/profile/AkiodeSegun
As a young recruiter, reading through this discussion thread has been very educative for me. I stand with the experts on this. Cheers.<br />
<br />
<cite>KarenM said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topics/following-up-after-2nd?xg_source=activity#502551Comment823299"><div>Curious, Outside of Craig, how come no-one else mentioned candidate calling <b><i>immediately</i></b> after the interview, and giving the client a recap up of the follow up <i><b>Immediately</b></i> after?…</div>
</blockquote>
As a young recruiter, reading through this discussion thread has been very educative for me. I stand with the experts on this. Cheers.<br />
<br />
<cite>KarenM said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topics/following-up-after-2nd?xg_source=activity#502551Comment823299"><div>Curious, Outside of Craig, how come no-one else mentioned candidate calling <b><i>immediately</i></b> after the interview, and giving the client a recap up of the follow up <i><b>Immediately</b></i> after? Also getting from them a recap to give back as feedback to the candidate?<br/> <br/>
Was there a reason many mentioned a delay of 24 hrs or more?<br/>
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MHO - there is no time as the present, and as a recruiter, the most dangerous element that goes against us is time. Time allows new candidates to enter the picture, other recruiters to be more aggressive, and candidates to have other interviews.<br/>
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What comes also from too much time, it is the overthinking from mental busting, from too much time that can kill deals..<br/>
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With the feedback from both Client and Candidate, one can also find what may have been missed in the interview.. did they really understand each other. Did the candidate truly describe their experience, well enough, or did the company explain the job in a way to keep the candidate interested.<br/>
<br/>
The recaps are the most important way to address both the client and candidate concerns and perspectives of the interviews, and personally they should be done immediately after the interviews (all of them) whilst information is still fresh..<br/>
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. It also allows an opportunity for the closing for the offer as well.. It is when you can say to the candidate, if the offer was in the bag right now, will you accept, and then the same back to the client..<br/>
<br/>
It is MHO that we should offer the same deference and treatment to the candidate as we would apply to the client..<br/>
<br/>
Craig, you are right on the mark with the questions.. curious, do you happen have a Snelling Training manual or taken their training ;)</div>
</blockquote> Karen - you wonder why nobody…tag:recruitingblogs.com,2009-12-18:502551:Comment:8234782009-12-18T12:07:55.698ZJerry Albrighthttps://recruitingblogs.com/profile/JerryAlbright
Karen - you wonder why nobody mentioned gathering the candidate feedback immediately - and then calling the client immediately to dump that information on them.<br />
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First - Viv here is asking 'what do I do? - I can't get them on the phone." That's a different topic. Her topic is about uncovering the process, setting expectations and then expecting feedback in the agreed upon time frame.<br />
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What I gather from your reply is one should get the feedback from the candidate first (which happens 95% of the…
Karen - you wonder why nobody mentioned gathering the candidate feedback immediately - and then calling the client immediately to dump that information on them.<br />
<br />
First - Viv here is asking 'what do I do? - I can't get them on the phone." That's a different topic. Her topic is about uncovering the process, setting expectations and then expecting feedback in the agreed upon time frame.<br />
<br />
What I gather from your reply is one should get the feedback from the candidate first (which happens 95% of the time) and immediately call the client and flood them with how much the candidate loves them and wants the position. In my opinion this is the very worst approach to the most critical (or top 3) parts of our job.<br />
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Once you tell the client how much your candidate loves them - they no longer have a need to sell. So you've cut off any "stretch" they may have been considering. Heck - if the candidate loves them so much - why should they use the maximum salary range? The list of reasons why this is wrong goes on and on. I've only had 1/2 cup of coffee so far today. Maybe I'll come back and add a few more thoughts.<br />
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I'll wrap up with this. In recruiting there are what I call "critical" non-sell/information gathering times. Interview follow up is information gathering and refining concerns/objections then closing toward the end in summary fashion.<br />
<b><br />
NEVER</b> call the client and tell them how much the candidate loves the job UNTIL you've gathered the client feedback FIRST. Then - do it one little piece at a time. I"m with Karla... set expecta…tag:recruitingblogs.com,2009-12-18:502551:Comment:8232842009-12-18T03:05:20.361ZDan Nuroohttps://recruitingblogs.com/profile/DanNuroo
I"m with Karla... set expectations up front... great advice all. Don't just call up with a "how did it go?" call with information... "Candidate... found it ... is excited about moving forward etc etc.. what are your thoughts?" etc<br />
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cheers<br />
<br />
Dan<br />
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<cite>Karla Porter said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topics/following-up-after-2nd#502551Comment823268"><div>There is so much expert advice here I'll just support it :-)</div>
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I"m with Karla... set expectations up front... great advice all. Don't just call up with a "how did it go?" call with information... "Candidate... found it ... is excited about moving forward etc etc.. what are your thoughts?" etc<br />
<br />
cheers<br />
<br />
Dan<br />
<br />
<cite>Karla Porter said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topics/following-up-after-2nd#502551Comment823268"><div>There is so much expert advice here I'll just support it :-)</div>
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