Anonymous wrote:This week I've been part of a panel interviewing folks for an open position. The first two folks we interviewed sent a thank-you email within 4 hours, the third candidate hasn't sent anything. I wouldn't have cared if no-one sent a note, but because the first two folks did send one, I think less of the third because he didn't.

(One possibility is that the third candidate feels like he bombed the interview, and didn't send a note because he's already given up.)

I've never thought this way when I interview someone. I do not understand it at all. Does your employer know you take this stuff into account? If someone told me they were dinging candidates for this stuff, I would be livid. They're not interviewing to be your friend.

This week I've been part of a panel interviewing folks for an open position. The first two folks we interviewed sent a thank-you email within 4 hours, the third candidate hasn't sent anything. I wouldn't have cared if no-one sent a note, but because the first two folks did send one, I think less of the third because he didn't.

(One possibility is that the third candidate feels like he bombed the interview, and didn't send a note because he's already given up.)

The only time a thank you note ever made a difference to me was one candidate who we liked but her answer to one question (an important one about delegation which is critical in our field) had me on the fence.

In her thank you email, she very smoothly wrote about how she was excited for the chance to work with a larger group as her current place was very small and everyone kept to their own tasks because of it. Worded better obviously but got the point across that delegation didn't really exist where she was and that's why she answered like she did.

We hired her, she was a fantastic employee.

I got one recently old school in the US Mail. That impressed me. Email ones are weak.

They server a few purposes:

1) They show good manners to people who care about such things
2) They allow the writer to drive home some of their key value props eg "I hope my amazing juggling skills left a good impression"
3) They bring you back to top of mind for a hiring manager that may have forgotten about you in the stack of candidates
4) They're a good tie breaker against another candidate who didn't send one

But they must be well executed. An awkward note or one that comes off a desperate can be a detractor.

It's easy to get right, though. Low risk, moderate reward.

Anonymous wrote:I did an internal interview two years ago with someone I've worked with before at my company.

She had another candidate in mind when she opened the position but I was a strong #2.

She offered me a post-interview feedback session to help me improve. She specifically recommended that I get the thank-you letter in faster. I waited about 24 hours. And use it to express more enthusiasm and maybe share more marketing materials/add support points.

This was for a marketing-related position. We are both Gen-X so experienced employees.

24 hours is reasonable. She was petty and annoying.

She offered me a post-interview feedback session to help me improve. She specifically recommended that I get the thank-you letter in faster.

Did she write you a thank-you note for taking your time to interview for the position?

Job searches are (or should be) mutually beneficial. Either side should thank the other or neither should, but it isn't a one-sided thing.

(I have never received a thank-you note for attending a job interview, and have thus never sent one as a candidate.)

Anonymous wrote:I’ve interviewed and hired 20+people in my career. A thank you note is a nice bonus, but we’ve never not hired someone for not sending one. Nor has a TY note prompted us to ask a candidate to return if they didn’t impress us during the interview. The decision whether or not to proceed with a candidate is typically made before they even make it out of the building.

+1. When I interview someone, I have a specific set of skills I'm looking for related to the position. I am assessing you against those skills. And they differentiate candidates well, so I don't typically need additional criteria--or if I do, I can find it in other ways.

I’ve interviewed and hired 20+people in my career. A thank you note is a nice bonus, but we’ve never not hired someone for not sending one. Nor has a TY note prompted us to ask a candidate to return if they didn’t impress us during the interview. The decision whether or not to proceed with a candidate is typically made before they even make it out of the building.

I did an internal interview two years ago with someone I've worked with before at my company.

She had another candidate in mind when she opened the position but I was a strong #2.

She offered me a post-interview feedback session to help me improve. She specifically recommended that I get the thank-you letter in faster. I waited about 24 hours. And use it to express more enthusiasm and maybe share more marketing materials/add support points.

This was for a marketing-related position. We are both Gen-X so experienced employees.

If you have their contact info, or can get it, you should send a thank you email

I do, it’s quick and easy to do and worst case, no one cares, but best case, you can improve the impression they have of you. If you don’t have the contact details of the people who interviewed you, don’t cyberstalk them or try to guess. Write it to the recruiter and ask them to pass it on. Best if you briefly mention something you talked about which impressed them and which will make you memorable when they’re thinking about the different candidates. For example:

“Thanks again for coordinating. I really enjoyed my conversation with [Name]. It was great to hear more about [xxxx]

The role continues to feel like a great fit, and I’d be very excited about the opportunity to contribute.

Please do pass on my thanks to [Name], and I look forward to hearing about next steps.”

I don't write one unless I have something specific to say to each interviewer. And as an interviewer, I don't care at all.

Are you provided contact info for interviewers? I find I have to cyberstalk them on LinkedIn or guess their email which feels shady. Emailing the recruiter feels pointless and lame.

Thoughts? Given many interview processes are many rounds now, do you send them to interviewers from each stage from the recruiter, hiring manager, panel etc.?

Hiring managers and recruiters: how necessary are they?