How To: Following Up After the Job Application or Interview

How To: Following Up After the Job Application or Interview

 

LUTZ BUSINESS INSIGHTS

 

how to: following up after the job application or interview

jessica howes, talent sourcer

 

Following up after submitting a job application or completing an interview is an essential step in the job search process. Recruiters are often wowed by how many interviewees let this critical opportunity pass them by. A personal yet professional follow-up demonstrates initiative, enthusiasm, and persistence, which may, in the end, be what sets you apart from the competition.

After applying or finishing a job interview, many people feel like the ball is now in the interviewer’s court. They don’t want to seem like a pest, so they let days and weeks go by without ever touching base with the person that interviewed them. Instead of coming off as cool or casual, these interviewees seem aloof or disinterested. It’s incredibly important to seize the moment and send a brief thank-you note or email inquiring about the next steps.

You’re not risking anything; you only stand to gain experience, professional contacts, and (hopefully) employment. Read on for our how-to guide on following up after a job application or interview. 

The Auto-Response Email: How to Reply

Often, when you submit an application online, you will receive an automatically generated email that says something along the lines of, “thank you for applying!” Be warned; this is not a personal email, so don’t bother replying to it. If you do, a human will likely never see your response. 

Instead, be proactive and find a recruiter at the company you applied to on LinkedIn. Send a brief but friendly private message following up on your application and inquire about any next steps or additional information you can provide. You’ve now opened the door to direct communication with a hiring professional.

Also, while you’re on LinkedIn, you may as well connect with other HR representatives at companies that interest you. It’s not required, but sending them a short hello may inspire some connections and even get you an in-person interview! You have nothing to lose and everything to gain. 

At The End of the Interview: Ask About Next Steps

At the end of your interview, it’s perfectly reasonable to ask what kind of next steps you can expect, or what the timeline looks like regarding the hiring process. This will give you great insight into when or if you will hear back from the company and whether they might request additional information from you. Also, inquiring about the next steps at the end of the interview will help you prepare for whatever comes next and shows interviewers that you are determined and forward-thinking. 

Following Up After the Interview

There are many ways to follow-up after an interview. Below, we’ve outlined a few best practices. Following this step-by-step course is the tried-and-true method for securing a second interview. 

Email a Thank-You Note

With modern technology, it takes hardly more than a few seconds to type out a brief thank-you note. Email is an excellent professional tool to use when following-up. Don’t worry about making an effort to send your thank-you via snail mail. By the time it gets to the recruiter, he or she could have already forgotten who you are, or the position could have been filled.

Instead, use email to send a personal yet professional “thank you” letting the interviewer know that you appreciated his or her time and are excited to hear back from the company. You can also say something along the lines of, “if I can provide any additional information to support you in your decision-making process, please let me know.” This opens the door to further communication, hopefully inching you closer to closing on that job offer. 

Make a Follow-up Call 

After a few days have passed, it’s now time to make a follow-up call. Try to plan your call during the less-busy business hours, so you have a better chance of catching someone on the phone. It’s also highly recommended to plan out a short script to follow during your call, or in case you need to leave a voicemail. You’ll sound more put-together and will lower your chances of leaving out important information. 

If you do happen to leave a voicemail, send another email to your main point of contact at the company. Mention that you called to check on your application status and briefly wish them well. This kind of persistence isn’t annoying; it’s strategic. Recruiters and HR reps know the difference. 

If You Didn’t Get the Position

So maybe you don’t get the position. What can you do now? It’s always good to let the interviewer know that you appreciate their time and consideration. It’s also a great idea to ask them to keep you in mind for other roles down the road. You never know what might happen. Keep in touch with a quarterly email or let them know when you do land a job. Right now, all you’re doing is building valuable social capital in your industry, and networking is a skill that any recruiter can appreciate.

Hopefully, these tips will help you increase the odds of landing your dream job. If you’re currently seeking a job or have more questions, please contact us to get in touch with a recruiter today. You can also visit our career page to see all the current opportunities we have available. 

ABOUT THE AUTHOR

402.778.7974

jhowes@lutz.us

LINKEDIN

JESSICA HOWES + TALENT SOURCER

Jessica Howes is a Talent Sourcer with over two years of recruiting experience. She is responsible for interviewing and placing candidates for Lutz Talent clients. Howes focuses on recruiting for the accounting, finance, office administrative and human resource industries.

AREAS OF FOCUS
  • Recruiting
  • Candidate Experience
  • Relationship Management
EDUCATIONAL BACKGROUND
  • BA in Hospitality Management, Minor in Leadership Communication, University of Nebraska, Lincoln, NE
COMMUNITY SERVICE
  • Pi Beta Phi Alumni Advisor

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OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND

3320 James Road, Suite 100

Grand Island, NE 68803

P: 308.382.7850

4 Reasons Why You Didn’t Get the Job

4 Reasons Why You Didn’t Get the Job

 

LUTZ BUSINESS INSIGHTS

 

4 reasons why you didn’t get the job

josh boesch, LUTZ Talent shareholder

 

Finding a job is a tough process. It can be frustrating to apply for jobs and get rejected, or worse, to never hear anything back at all. There are many reasons why you may not have landed a job. Some reasons are completely out of your control, but sometimes it may be that you missed an essential step in the application process.

Here are 4 reasons why people do not get hired, and what you can do to maximize your chances of employment.

#1-Your Resume Wasn’t Seen

Even if you qualify for a position, there is a chance that your resume could be overlooked. One reason may be that your resume doesn’t reflect your experience as it relates to the job that you are applying for. To avoid this, it is a good idea to make a new resume for each job you apply for. Tailoring your resume to highlight how your experience fills their qualifications, will give you a better chance of moving forward in the hiring process.

Learn more about resume do’s and don’ts to ensure yours is in tip top shape.

#2-The Interview Didn’t Go Well

Being invited for an interview usually means that the organization believes you have the necessary skills for the job. The real purpose of an interview is to see if you are a good fit for the organization. There are many reasons why an interview may take you out of the running for a position. For example, it may come up that you have a conflict of interest. Situations like this are out of your control.

What you can control in an interview is how you interact with the interviewer and any other people you may meet. The best way to rock an interview is to go into it feeling prepared and confident. To do this, take some time to learn about the job, company, and individuals you will meet before you interview.

You can also get additional insights on how to best prepare for your interview by reading the following articles:

#3-The Money

When it comes to hiring, one of the most important considerations for employers is pay rate. If the budget is for an entry-level position, they are expecting to fill that position with someone they can pay at that rate. If you are overqualified, your expected rate of pay is likely higher. If public, make sure that you make it clear to the employer that you will accept the posted rate of pay.  A recruiter can help with ensuring that compensation is not an issue early in the process and can also assist with negotiating the terms of the offer if needed. 

#4-You Were too Late

Showing up late to an interview is an obvious mistake, but did you know you can also show up late to the application? The internet is the most common way to search and apply for jobs. Unfortunately, postings for open positions may stay online long after they have hired someone. If you are looking at a job posting that is more than 30 days old, you may want to double-check with the company to see if they are still hiring. A recruiter can help to keep updated on the general status of a position. 

Each application is different. These 4 reasons why you didn’t get the job may not be the reason every time, but being aware of them may just help you get hired. If you have any questions, or are looking for current opportunities, please contact us today.

ABOUT THE AUTHOR

402.778.7940

jboesch@lutz.us

LINKEDIN

JOSH BOESCH + LUTZ TALENT SHAREHOLDER  

Josh Boesch is a Lutz Talent Shareholder with over 14 years of audit and recruiting experience. He heads the Lutz Talent division, a service that helps clients identify “the ideal candidate” to meet their business goals, challenges, culture and vision. His experience as a CPA and his approach to gaining an in-depth understanding of the client’s talent needs, including the skills, experience, cultural understanding and personality fit, has been integral to his success.

AREAS OF FOCUS
  • Recruiting and Search Services
  • Confidential Replacements
  • Temporary Staffing
  • Salary Reviews
  • Position Description & Advertising Analysis
  • Screening & Selection Assistance
  • Outplacement Services
AFFILIATIONS AND CREDENTIALS
  • Nebraska Society of Certified Public Accountants, Accounting Careers Committee Vice Chairman
  • Institute for Internal Auditors - Aksarben Chapter, Member
  • Information Systems Audit and Control Association - Aksarben Chapter, Member
  • American Payroll Association - Nebraska Chapter, Member
  • Association for Corporate Growth - Nebraska Chapter, Member
  • Certified Public Accountant
EDUCATIONAL BACKGROUND
  • BSBA, Accounting and Managerial Information Systems, Creighton University, Omaha, NE
COMMUNITY SERVICE
  • St. Vincent de Paul Parish, Volunteer
  • Knights of Columbus, Finance Committee and Membership Vice Chairman

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OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND

3320 James Road, Suite 100

Grand Island, NE 68803

P: 308.382.7850

Lutz adds Howes, McLane, Schriner, and Shafer

Lutz adds Howes, McLane, Schriner, and Shafer

 

LUTZ BUSINESS INSIGHTS

 

Lutz adds howes, mclane, schriner, and shafer

Lutz, a Nebraska-based business solutions firm, welcomes Jessica Howes, Andy McLane, Dakota Schriner, and Jeffrey Shafer.

Jessica Howes joins Lutz as a Talent Sourcer in the Omaha office. She is responsible for interviewing and placing candidates for Lutz Talent clients. Howes focuses on recruiting for the accounting, finance, office administrative and human resource industries. Graduating from the University of Nebraska at Lincoln, Jessica received a Bachelor’s degree in hospitality management with a minor in leadership communication. 

Joining Lutz Tech as a Systems Engineer, Andy McLane brings over 18 years of technology systems and engineering experience to the team. He is responsible for installing, configuring and maintaining application software and system management tools. Andy graduated from the University of Nebraska at Lincoln with a Bachelor’s degree in biological sciences. McLane works in Lutz’s Lincoln office.

Dakota Schriner joins Lutz’s accounting division as a Staff Accountant in the tax department. He performs complex consulting, as well as controversial service projects. Projects include assisting clients with tax-related issues from pursuing tax incentives, to managing state tax audits. Dakota received his Bachelor’s degree in accounting and management information systems from the University of Nebraska-Omaha. Dakota works in Lutz’s Omaha office.

Bringing over eight years of industry experience, Jeffrey Shafer joins Lutz Tech as a Systems Administrator in Lutz’s Omaha office. He is responsible for ensuring all systems are in working order through day-to-day system repairs and maintenance. Specifics include software installations, security inspections, server upkeep, troubleshooting and other technical support for end-users. Graduating from Bellevue University, Jeffrey received his Bachelor’s degree in information technology.

 

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OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND

3320 James Road, Suite 100

Grand Island, NE 68803

P: 308.382.7850

Connecting Talent to the Right Opportunity

Connecting Talent to the Right Opportunity

 

LUTZ BUSINESS INSIGHTS

 

connecting talent to the right opportunity

chris bouchard, director of talent acquisition

 

The labor market is fragmented so much that most of us tend to settle for what comes our way. Often, when talent meets opportunity, it is bliss for both the job seeker and the employer. The McKinsey Report shows that between 30-45% of the working-age population around the world are unemployed. Yet, 40% of US employers say that they cannot find talent apt for open opportunities.

Everyday people struggle to find jobs that match their skillsets. People want jobs that resonate with their cultural, financial and career goals. On the other hand, employers need talents that share the organization’s vision, mission and goals. Companies want people who can thrive in the existing culture while driving the company to the next level.

As millions of job seekers can’t connect to the right opportunities, employers too can’t fill open positions with the right talents. Optimum satisfaction in the labor market occurs when there is a perfect talent-opportunity match.

Reasons for Talent-Opportunity Mismatch

High employment turnover in companies can be linked to talent-opportunity mismatch. Some people join companies for the paycheck, and not for performance or career growth.

One perceived cause of the talent-skill mismatch is lack of proper education. As global shifts in economies and technologies hit new highs every year, innovative teaching methods remain unchanged. As such, forward-looking companies have established management trainee programs and career development projects to align talent to their organizational needs. Revamping workforce strategy by strengthening the existing hiring, training, and development processes are fundamental.

In addition, technological advances and employee expectations are re-shaping the labor market. From social media and online hiring platforms to generational shifts, these new challenges are consistently keeping employers and staffing firms on their toes.

Hiring agencies play a pivotal role in connecting talents to the right opportunity. These agencies have an extensive pool of candidates with different skill sets to help align the needs of the company and candidate faster.

Finding the Right Talent (As an Employer)

Let’s evaluate and see the extent to which the employer plays a part in creating an environment that attracts the right talent.

  • In the initial stages of talent search, the employer must be fully conversant with the role in question. Why it exists, what part it plays in the bigger vision, where it leads to, its main challenges, salary and benefits, and most importantly, the responsibilities. 
  • Once this is laid out, it paves the way for creating the role’s job specification. You can use the job description to help you write this up. A well-prepared job specification will clearly define the ideal background of the potential candidate and the skills they must have.
  • Considering that 60% of success is based on cultural fit, employers should emphasize hiring a person that fits the bill. Any issues such as personality, working environment, leadership style, and work-life balance should be brought to the table during the hiring process.
  • Sometimes, panelists are subjective and impatient. If this is the case, they will quickly scan through the resumes, not caring how the interviewees at hand can best fit their team. As a result, we form teams that are unhappy and unyielding. It doesn’t have to be this way. Organizational heads can improve the hiring process by appointing passionate and skilled human resource experts. This will foster adherence to tried-and-true recruitment policies and procedures.

Finding the right company (as a candidate)

For some job seekers, it is more of finding a job that can foot the bills rather than finding the right career. For people trying to find the right opportunities, consider the following:

  • What do you want? Determine your goals; both short term and long term. Consider if the opportunity you are pursuing matches your aspirations.
  • If you are changing a role or position, ask yourself what upsets you in your current role? Is this problem something that will be resolved with the change in jobs (if already employed)?
  • What type of leader do you want? A transactional, transformative or dictatorial leader?
  • What excites you in the role you are pursuing? What areas of the role do you enjoy the most?
  • Does your skill set match the opportunity? For example, is there software you are not familiar with?
  • Know the details of your preferred career. Consider things that could make you happy.
  • What is your ideal salary? And what is the least amount you can take?
  • Where do you want to be in the next five, ten, or 30 years in your career?

It is surprising how many candidates don’t know their ideal jobs. Some candidates sign up for jobs they know little about. Such job-seekers find it difficult progressing in their careers. It is crucial for talents to have career goals that enable them to identify market opportunities that match their skills.

Because of the chaotic nature of the labor market, recruitment processes are increasingly becoming overwhelming for employers. Correlation between employee satisfaction and ROI calls for job seekers and companies to device ways of connecting to the right opportunities.

Organizations are outsourcing hiring tasks to help connect to the right talents. Some are forming talent communities, while others are sticking to traditional hiring methods. Regardless of the method you choose, always place measures that ensure your corporation connect to the right people. For job seekers, consider the core questions addressed earlier, and you’ll find it easier connecting to your dream job.

ABOUT THE AUTHOR

402.769.7059

cbouchard@lutz.us

LINKEDIN

CHRIS BOUCHARD + DIRECTOR OF TALENT ACQUISITION

Chris Bouchard is the Director of Talent Acquisition at Lutz Talent with over 13 years of staffing and recruiting experience. He will lead the team’s business development efforts from a direct-hire and temporary staffing perspective as well as strategic assessment and selection of potential candidates with an emphasis on human resource and accounting positions. His approach to gaining an in-depth understanding of the client’s talent needs, including the skills, experience, cultural understanding and personality fit, has been and will continue to be integral to his success.

AREAS OF FOCUS
  • Recruiting and Search Services
  • Confidential Replacements
  • Temporary Staffing
  • Salary Reviews
  • Position Description & Advertising Analysis
  • Screening & Selection Assistance
  • Outplacement Services
AFFILIATIONS AND CREDENTIALS
  • Association for Corporate Growth, Member
  • Financial Executives International, Member
EDUCATIONAL BACKGROUND
  • BS, Northwest Missouri State University, Maryville, MO
COMMUNITY SERVICE
  • Habitat for Humanity, Volunteer
  • Together, Volunteer

SIGN UP FOR OUR NEWSLETTERS!

We tap into the vast knowledge and experience within our organization to provide you with monthly content on topics and ideas that drive and challenge your company every day.

Toll-Free: 866.577.0780  |  Privacy Policy

All content © Lutz & Company, PC

 

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND

3320 James Road, Suite 100

Grand Island, NE 68803

P: 308.382.7850

How to Answer These 4 Frequently Asked Interview Questions

How to Answer These 4 Frequently Asked Interview Questions

 

LUTZ BUSINESS INSIGHTS

 

how to answer 4 frequently asked Questions in an interview

katy doyle, recruiter

 

Whether you are fresh out of college or a seasoned professional, interviews can be nerve-wracking. You may be nervous that an interviewer might throw you a curveball question and you won’t know how to answer it. But don’t sweat it! You can prepare yourself on how to answer the tricky questions and by the time your interview comes, they won’t seem so difficult.

Question 1: “What is this gap in your resume?”

Everybody knows that life impedes your work at the least expected times. You got laid off or fired from your last job or moved to a different state or city after your partner took a new position. You had kids and stayed home with them until they started school or took time off after college to travel the world. Whatever the reason is, if the interviewer notices a gap on your resume, they will ask you about it in your interview. This question could throw you off guard, but being well-prepared will make you stand out from the crowd.

How to answer this question: Keep your answer brief and focus on how you took control of your situation, more so if you got fired. Add a positive twist to your answer by discussing any skills you learned during the gap.

An example of this may be: “I got fired a few months ago and since then, I have been looking for a job. This time off was the perfect opportunity for me to take a course on Microsoft Excel and develop my skills with the program.”

Question 2: “What is your desired salary?”

(Also worded as “How much do you expect to get paid?” Or if you’re interviewing at a start-up, “Are you open to added benefits/stock options for taking a lower salary?”)

Experts have varying opinions on whether to discuss your salary requirements in the first interview. But, a lot of interviewers show no hesitation asking this question. Because of the common misconception about salary discussion, people are not prepared to answer this question when they walk into their interview. They either low-ball themselves and ask for too low of a salary or overestimate the employer’s pay-grade. No matter what you heard in the past, you should be prepared to answer this question.

How to shine with your answer: The internet and Google are your best friends when prepping for a job interview. Websites such as The Salary Project and Glassdoor give you invaluable information on the salaries offered by companies. Use these tools to create a pre-determined range on what you will ask for if this question arises. You should prepare by creating an explanation on why you chose your range, using the information you found as evidence.

An example of this may be: “I prefer a salary between $55,000 and $60,000. Per my research using The Salary Project, this is the typical starting salary for people in this position.”

Question 3: “Which tasks do you NOT like to do?”

This question is just a fancy way to ask, “What are your weaknesses?” Most managers want a balanced work team that can get the job done and that means hiring people with a variety of strengths and weaknesses. Interviewers are NOT looking for the perfect person, but for someone who can handle their weaknesses with grace and who can problem-solve to make a positive impact on their work team.

How to shine with your answer: When preparing for your interview, brainstorm your personal weaknesses. Take one of your weaknesses and think about how you turned it into a positive. Did you get over your fear of public speaking through improv acting classes? Did you come up with a super awesome digital organization system because you’re not the best at keeping your desk clean? Now is the chance to showcase those talents of yours. And yes, they matter to your interviewer.

Here is an example of how to answer this question: “I have not always been the best at keeping paper files organized, but thank goodness for technology. I found a super awesome way to keep my filing system organized by using Microsoft Office and can find any document you ask for in seconds.”

Question 4: “Why should we hire you?”

No, this question is not a chance to brag about how awesome you are and how you are the best candidate for the job. But it is a subtle way to show how you would best get the job done. It is about your capabilities and how your assets would benefit the company.

How to shine with your answer: Through prior research of the company and even from what the employer said during the interview, you can see what the company needs and how you can fill the gaps. Your answer should provide a solution to these gaps and how you are qualified to help the company succeed.

For example: “I know that your company wants someone to modernize your brand. With my expertise in graphic design, I can create an amazing re-branding that will suit your needs.”

 

Now that you have guidelines on how to answer these “tricky” interview questions, you hopefully have gained some insight and a boost of self-confidence for your interview. As prepared as you are, positivity goes a long way with interviewers and that is the most important asset you can bring to any workplace.

ABOUT THE AUTHOR

402.763.2976

kdoyle@lutz.us

LINKEDIN

KATY DOYLE + RECRUITER

Katy Doyle is a Recruiter at Lutz Talent with over nine years of experience in the recruiting industry. Her primary responsibility is placing candidates for Lutz Talent clients, as well as filling internal roles at Lutz. Doyle specializes in search and staffing for accounting and finance positions.

AREAS OF FOCUS
  • Recruiting
  • Accounting and Finance Industry
  • Networking

SIGN UP FOR OUR NEWSLETTERS!

We tap into the vast knowledge and experience within our organization to provide you with monthly content on topics and ideas that drive and challenge your company every day.

Toll-Free: 866.577.0780  |  Privacy Policy

All content © Lutz & Company, PC

 

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND

3320 James Road, Suite 100

Grand Island, NE 68803

P: 308.382.7850

Lutz adds Melissa Adams and Connie Harrison

Lutz adds Melissa Adams and Connie Harrison

 

LUTZ BUSINESS INSIGHTS

 

Lutz adds Melissa Adams and Connie Harrison

Lutz, a Nebraska-based business solutions firm, recently added Melissa Adams and Connie Harrison to its Omaha office.

Melissa joins Lutz Talent as a Client Relations Lead and brings over 14 years of experience in the recruiting industry. She is responsible for assisting the talent team in managing client accounts, as well as developing new client/candidate relationships. Adams specializes in search and staffing for accounting and finance positions. Melissa received her Bachelor’s degree from the University of Nebraska-Omaha.

Connie joins the firm as an Internal Staff Accountant. Her primary responsibilities consist of compiling and maintaining accounts payable records, reconciling credit cards, generating checks, and other administrative tasks. Harrison brings over 11 years of relevant experience in bookkeeping, accounting, billing, and compliance.

 

RECENT POSTS

SIGN UP FOR OUR NEWSLETTERS!

We tap into the vast knowledge and experience within our organization to provide you with monthly content on topics and ideas that drive and challenge your company every day.

Toll-Free: 866.577.0780  |  Privacy Policy

All content © Lutz & Company, PC

 

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND

3320 James Road, Suite 100

Grand Island, NE 68803

P: 308.382.7850