Inside the Supply Chain and Purchasing Industry

An often overlooked ‘pleasantry’ can be the key to success in finding (and acquiring) your next big career move.  “Nowadays it’s a rarity that is often overlooked by candidates,” claims Tim Moore, President of Tim Moore Associates.  Sending a thank-you note not only displays impeccable manners but also may give you an edge over other applicants.  “In fact, the majority of our clients react quite positively…and surprized, when receiving thank you notes. Sending a thank-you note following an interview can boost your chances of landing the position, quite dramatically.”  However, despite the overwhelming support for these notes, probably less than half of applicants fail to send them.

A thank-you note allows you to express your appreciation for the opportunity; reinforce your interest in the job; and restate the “value-add” that you can bring to the organization.  There are times when a job advertisement or overview given by the firm or recruiter may differ from what the job is actually all about in reality.  The best way for a candidate to truly discern what priorities or skill sets are important and which are not, is through the interviewing process.  “This gives the candidate the ‘edge’ and another often overlooked opportunity to reinforce to the interviewer their skills and abilities based on what they actually heard during the interview,” adds Moore. Composing a thank-you note takes less time than you may think, since this type of message should be only a few paragraphs in length.

Here are some tips to remember the next time you compose a thank-you note following an employment interview:

Make it specific.  Give your letter a personal touch by bringing up specifics points from the conversation you had with the hiring manager.

Write more than one note if necessary.  More and more these days, employers are involving multiple people in the hiring process to get a 360 degree view of applicants.  If you interviewed with more than one hiring manager, send a thank-you note to each person.  Address every letter to a specific individual, even if you have to do some research to uncover the spelling of someone’s name or locate his or her contact information.  Also make sure the content of each letter differs, at least slightly; hiring managers often compare notes — literally.

It has to be immediate.  “It’s the ‘Recency Effect”, offers Tim.  “It really has to be as immediate as you can do it, so that you’re fresh in the interviewer’s mind.  Waiting for a few days – whilst they interview dozens of other candidates, really doesn’t have much affect.”  The ideal would be a handwritten note, that would be over the top; but Tim admits that it’s often hard to do.  “Whatever form, it’s best to send a thank-you note within 24 hours of your interview.  Consider sending a quick e-mail message as soon as you return home from the interview, while it’s fresh in your mind.”

Have someone review it.  “This is the number one problem for most thank you letters”, claims Tim.  “Candidates may have varying English, spelling, grammatical and presentation skills.  The thank you note HAS TO BE impeccable.  It can actually backfire quite badly if it is not. You should always have someone check it over, and always, always, always make sure it’s addressed correctly.”

Plant the seeds for next time. Even if you’re doubtful the interview went well, it’s still wise to send a thank-you note.  For one thing, the hiring manager may have felt the interview was more successful than you did.  In addition, your display of courtesy and professionalism could work in your favor if you cross paths with the person again or another opening arises within the firm.

When competing for your next career move, anything you can do to catch a hiring manager’s attention can give you the edge.  Sending a well-written thank-you note may be just the advantage you need.

There’s not too many job seekers which actually look forward to interviews. Many fear or anticipate “trick questions,” but there are often sound, logical explanations as to why certain questions are asked.

When it comes to the least favorite interview questions, “What is your greatest weakness?” is job seekers’ top pick. Although it’s a common question, only a few know REALLY what to say. If you’re too honest, you’ve just told the interviewer why you shouldn’t be hired. If you pretend you’re flawless, you look arrogant and still don’t get the job.  Many candidates don’t know what to say.

“What employers don’t want is a lot of baloney”, says Tim Moore, President of Tim Moore Associates. “Employers are looking for a realistic and accurate picture of a candidate.  They want to see someone who thinks, not someone who is rehearsed. But mostly, they want the truth.”

To help you think critically about your answers so you can respond honestly and thoughtfully, here are five common (but tough) interview questions which candidates dislike most and how to respond to them.

Worst Interview Question #5: “What is your greatest weakness?”

Don’t say: “I’m such a perfectionist” or “I work too hard.”

Instead: Think about areas where you can improve and figure out how they can be assets.

Why: If you try to conceal your past and refuse to admit to a mistake, you’re sending a red flag to the interviewer that you’re stubborn or that you don’t have the capacity to recognize your own flaws. Pick some areas where you have room for improvement and make them reasons you should be hired. Also, point out how you’ve dealt with a past weakness. For example, if speaking in front of large groups or doing management presentations once terrified you, mention the public speaking course you took to help you through it. This answer demonstrates your problem-solving skills and your willingness to learn. 

Worst Interview Question #4: “Tell me about yourself.”

Don’t say: “Well, my first memory was getting a guitar when I was four years old…”

Instead: Give a brief overview of your career and qualifications in a few sentences.

Why: The interviewer doesn’t want to know about your first grade teacher or your first kiss. Your answers should be a quick rundown of your qualifications and experience. Focus on your strongest skills and traits so that you make a good first impression. This question often prompts follow-up questions, so if you cite creativity as one of your best traits, be prepared to give examples of how you have demonstrated it in the past.

Worst Interview Question #3: “Why do you want to work here?”

Don’t say: “I’ve maxed out three credit cards and need a paycheque ASAP.”

Instead: Articulate why you want the job and why you’re a good fit for the company.

Why: A chief mistake job seekers make is focusing on selling themselves to the company and failing to prove why the job is right for them.  Explain why the job is right for you and why are you right for the job.  If you’ve researched the Company and the job available, it should be relatively easy.  The question helps you give the right answer because you prove that you’re in this for more than the paycheque.

Worst Interview Question #2: “How would others describe you?”

Don’t say: “They would say I’m the best you’ll meet and you’d be stupid not to hire me.”

Instead: Answer honestly.

Why: With regard to what others say about you, this gives a lens for the interviewer to use to see characteristics and attributes that the individual being interviewed may not be aware of.  You should always be asking for feedback from your colleagues and supervisors in order to gauge your performance. Then when you are job hunting, you can honestly answer the question knowing you’ve improved your performance based on the feedback. If you haven’t asked co-workers for their opinions, start now with past and present colleagues so you can answer this question honestly. It might also help you discover what your strengths and weaknesses are.

Worst Interview Question #1: “Why did you leave your last job?”

Don’t say: “Gee, there were so many reasons I got out of that hellhole.”

Instead: Take your time to answer this question. If the interviewer thinks you are rushing through it, or you’re being smart, there’s a problem.

Why: This is your chance to talk about your experience and your career goals. Don’t badmouth a former boss or explain why you were just too good to stay at such a menial job. Instead, focus on what experiences or skills you’ve learned in your previous position and how you are ready to use those skills in a new position with their firm. Detail the path you want your career to follow while illustrating how this job is right for you and how you’re right for the company.  Don’t be afraid to mention in the meeting (or on your resume for that matter), layoffs, downsizing, reorganizations, and other reasons beyond your immediate control.  Some candidates actually hide these reasons, thinking that in some way it reflects badly on them…which it does not.