Should I email the recruiter or my interviewer? What are some tips in order to hear back after I email either one of them?
"I haven't heard back from anyone after my interview. Should I email the recruiter or the interviewer? What are some tips after I hear back from either 1 of them?"
Here is one observation. I don't know how recently you did the interview. If you did today and you haven't heard by 4 o'clock, it may just be too soon for them to give you feedback. Also, I don't know what kind of recruiter this is. Are you talking about a corporate recruiter, third-party recruiter? I'm going to try to address a lot of these contingencies with my answer. In the meantime, let's work on the question.
"I haven't heard back from anyone."
You obviously want to hear back. Here's the easiest way to hear back- Knock their socks off. Blow everyone else out of the water. Impress the heck out of them so they go, "Oh! Oh! We cannot let this person leave our offices! We cannot let them leave our domicile! Without an offer!"
Obviously, this didn't happen. So let's go on to the next scenario. , "Should I email the recruiter or my interviewer?"
Let's look at recruiter. Corporate recruiter? Third-party recruiter? If you are introduced by a third-party recruiter, definitely contact them, not the interviewer. If it is a corporate recruiter, it depends on what the initial introduction was. If you are introduced by someone within the firm and the 1st interview you did was with the hiring manager and then with the recruiter, go to the hiring manager 1st because you are introduced by someone to them. If this was just, "I answered an ad and they called me, contact the corporate recruiter because they are really running point on the relationship with you. They may not have heard anything yet.
Happy you get some feedback after the interview in order to hear back?
The easiest thing to do is at the end of the last meeting that you have had, get a sense of their timeline.
When they ask, "So do you have any questions for us," you go through a series of questions.
Then they asked, "Is there anything else?"
"Could you give me a sense of your timeline for next steps? In this way, I have reasonable expectations about when I might hear from you. I know it is not cast in stone. I know it may take a couple days longer. But if you say that I'll hear from you tomorrow if it is good news and it is a week later, I know my answer." That's one thing.
Another way that you can do it is, when they ask, "So, is there anything else," you can ask, "What we are impressions of me today? What did you perceive my strengths to be? Where could I do better? How did I compare with others that you have interviewed for this role?"
You're looking for feedback and you are waiting for them to call you with feedback and aren't a lot of choices for them to give you. Every once in a while, you get a "We're not sure about this guy," which, in time, always turns into her rejection. What you want to be doing is, while you have them in the room, while you are interviewing with them, you want to asked them, "How does my experience compare with others that you've interviewed for this role?"
They are going to give you some "hedge" answer.
"Well, you have some strengths in this area that we really find attractive. However, you don't seem strong enough in this area." At which point, you can address those concerns, right? You can talk with him about what your experiences been in this other area big because they may not have phrased the question in a particular way to elicit that answer. They may be hiring but that doesn't make them professional with their questioning. I'm not suggesting that they are being unprofessional. They may be amateurs. They are not professional interviewers. They do what they do and they have to interview as part of the job.
Recognize that and help them by just simply saying, "what did you perceive my strengths to be? How do I compare with others?" They will talk with you about the strengths. They will talk with you about how you compare with others. They are, you are getting the feedback that you want. And, if for some reason, they missed. After asking you about something that they bring up in that part of the conversation you you can go, "Oh! That's what you're looking for! I'm very sorry. Can I speak with you about that now?" Then, you can address what their concern is. Then, conclude by saying, "Is there anything else that you perceived. I wasn't as strong in as some of the others because I want to make sure that you have best information in whatever decision you're going to make, I just want to make sure you have the best information about me."
Do you think employers are trying to help you?
You already know you can’t trust recruiters—they tell as they think you need to know to take the job they after representing so they collect their payday. The skills needed to find a job are different yet complement the skills needed to do a job.
Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.
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