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How To Follow Up After A Job Interview

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You interviewed for a job a few days ago but haven’t heard anything. Now what?

Here’s some guidance for how — and when — to follow up after a job interview.

Preparing for the Job Interview Follow-Up Even Before the Interview:

The best time to decide how to follow up is in the interview. Asking about the next steps in the process at the end of the job interview can help provide a lot of clarity for your follow-up actions.

Near the end of the interview, ask the interviewer when you can expect to hear back from them about a hiring decision or the next step in the hiring process. This will help guide your follow up. If the interviewer doesn’t have a specific timeline, ask if it’s okay for you to check in with them. Ask if he or she would prefer you to call or email. And determine a specific date for doing so — usually a week or two at a minimum.

If you do establish a specific follow-up follow up process, make sure you follow it. That can solidify you as an even stronger candidate when you follow up at the time and manner you established you would.

What if you don’t hear back from the interviewer?

If you don’t hear back from the interviewer on the date promised, that’s not unusual. It doesn’t mean you weren’t selected for the role. Often, things come up that can delay the hiring process. Sometimes an organization’s priorities for hiring have changed. If the interviewer is also a manager, other job responsibilities can have an impact. Maybe they got sick or had a family emergency. All of these can impact the hiring timeframe — and may not necessarily be communicated to you.

  • When to Follow Up:

For situations when there was a definitive schedule provided — but that date has passed — an email follow-up is often the best way to touch base (if you have an email address for the interviewer). Write a short email reiterating that you interviewed for the job on [date] and are still interested in the position and would like to know if anything else is needed.

Following Up When You Didn’t Establish a Follow-up Schedule with Your Interviewer

What if you didn’t ask the interviewer about the next step(s)? And what if the interviewer didn’t mention a timeframe for making a hiring decision? What then?

The first step is to wait. See if you hear back from the interviewer. How long should you wait? You’ll generally want to wait at least a week. But you won’t want to wait more than 10-14 days before you reach back out to inquire about the status of the hiring decision.

  • How to Follow Up When There was no predetermined timeframe:

Again, you’ll want to send an email or perhaps call the hiring manager or Human Resources (HR). If you’re having trouble connecting with anyone, it might be helpful to get some “inside information.” If you have a contact at the organization, reach out and ask if they know anything about the hiring for the position. You may also want to reach out to your references to see if they have been contacted.

Keep Applying — and Interviewing

Even while you’re waiting to hear back about this job opportunity, keep your job search going. Focus on the things you can control (applying and interviewing for other opportunities) rather than the things you can’t control (an employer’s hiring timeline).

Wondering Why Your Career Has Stalled?

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There are lots of reasons your career has stalled—and many of them have nothing to do with your supervisor. If you find your career to be stuck, you need to take a hard look at how you might be contributing to the situation.

Here are some of the most common reasons things are not going as well as you had hoped.

You don’t take the initiativeYou fulfill only your job requirements
The position you want doesn’t existYou only want a paycheck—and it’s clear
You have an entitlement mentalityYou are unorganized / procrastinate
Your job skills are outdatedYour personal issues affect your performance
You lack interpersonal skillsYou don’t follow through
You don’t implement suggestionsYou don’t express interest in development
You lack professionalismYou have “issues” with key personnel
Of course, there are other possibilities as well but if one (or more) of the above reasons resonate with you, consider making a commitment to getting your career back on track. You can make a plan by documenting the following—and following through:

Feedback Received:    

What Needs to Work:    

My solution to fix this is:    

I can demonstrate improvement by:    

While I cannot guarantee that this will work, at a very minimum it will allow you to know that you did everything you could before you decide to move on to another employer.

If you’re considering a career change check out our free Career Change Self-Assessment Worksheet and don’t hesitate to reach out if you need assistance with updating your resume, interview prep, or more!

How To Turn Down A Job Offer (Without Burning Bridges)

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You’ve decided that the job offered isn’t the right one for you — so how do you turn down the job offer gracefully? Just because you were offered the job doesn’t mean you have to accept it.

The first step is to decide how you’re going to communicate that you’re declining the job offer. If you had a good rapport with the hiring manager, and the hiring manager is who made the job offer, it makes sense to reach out to him or her directly using the phone. Don’t put off telling them no if you have decided you’re not going to accept the job.

If the offer was extended through a human resources representative, you may decide to let the HR rep know you’re declining the offer, again by phone, and then follow up with the hiring manager as well.

You want to communicate three key points:

  • You are grateful for the job offer
  • You’re declining the offer
  • You appreciate their time and consideration of you as a candidate

The most important is the second point — it should be clear that you’re turning down the job offer. You don’t have to provide a reason for doing so, but it’s likely you’ll be asked, so be ready.

Here is one possible answer: “After thinking it over, I just don’t think now is the right time for me to make a move,” or “After getting a better understanding of the role, I’ve come to realize this role isn’t the right fit for me.” Don’t provide criticism of the job or the organization when providing your reason for declining the job offer.

Don’t lie. It can be easy to say, “I’ve decided to accept a different job offer,” but if that’s not the case, it may come back to bite you. It’s fine to say you’ve decided to stay at your current job, but don’t make up another job offer as a way to decline this one.

The most important thing is to be clear that you’ve made your decision. If you’ve decided that you aren’t accepting the position, don’t be persuaded in the conversation you’re having to decline the job offer to accept it. (Especially if you are offered more money after previously being turned down for a salary increase when you made a counteroffer.)

If you’d like to be considered for other jobs at the organization in the future, make sure that you emphasize that you appreciate learning more about the organization but that this specific role wasn’t the right fit. It’s no guarantee that you will be considered for other roles in the future, but you’re trying not to burn the bridge. In fact, you can express interest in staying in touch with the hiring manager in the hopes that you’ll be considered for future opportunities.

Declining a job offer can be difficult. However, turning down a role that you ultimately wouldn’t be happy in is important. But it’s better for you — and the organization — that you decline the position so they can find someone who is a better fit.

Does Your Employer Want to Know How to Keep You?

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Many organizations in both the federal and private sectors are initiating “stay interviews” to learn how to keep their employees from leaving. The idea is that instead of waiting until an employee leaves and conducting an exit interview to discover what might have been done to keep an employee, the stay interview allows employers to collect information designed to retain their talent. Generally, stay interviews explore what employees like about the organization—and what they would like to see changed—with a goal of improving employee engagement and retention.

If your supervisor or someone from Human Resources tells you that they would like to conduct a stay interview, don’t panic! This is not a performance review nor does it mean that you should start looking for another job. Here are some things to know about stay interviews.

Stay interview questions generally focus on three specific areas:

  • What issues in the organization are hurting your productivity?
  • How can the organization help you grow — especially professional advancement?
  • What does the organization need to do to keep you engaged and productive going forward?

Stay interview questions are usually open-ended — that is, they can’t be answered with a simple “yes” or “no.” The typical stay interview is a structured format.

Here is a list of questions that may be asked in a stay interview:

  1. What do you look forward to at work every day?
  2. What’s the best part of your job?
  3. What do you enjoy about your job?
  4. What do you dislike about your job?
  5. If you could change one thing about your job, what would it be?
  6. What do you like most about working here?
  7. What do you think of the way employees are recognized? What could the organization do to improve employee recognition?
  8. How could your work/life balance be improved?
  9. Are there additional benefits you would like to see added to the organization’s benefits?
  10. Where do you see yourself in the next 1-2 years? How about the next 3-5 years?
  11. What additional resources or professional development opportunities would be useful to you?
  12. What do you want to learn? What skills do you want to develop here?
  13. If there are opportunities to move up within the organization, are you interested in learning more about how to do that?
  14. What parts of your job cause you anxiety or frustration? What helps alleviate your stress?
  15. Tell me about a situation that has made you consider resigning. What prompted you to think about leaving?
  16. What does your dream job look like?
  17. What did you enjoy about the job you had before this one? What do you wish you could bring from that job to this job?
  18. What didn’t you enjoy about that job?
  19. What do you like about the organization culture?
  20. Who do you want to work with — or connect with — at the organization that you’re not currently connected to?
  21. What do you think about on your way into work?
  22. What do you think about on your way home from work?
  23. Do I say and do things that help you be more effective in your job?
  24. Is there anything I can do to be a better manager?
  25. How can I make your experience at this organization better?

When done properly, stay interviews can help you become more engaged in your role and with the organization. Organizations that conduct stay interviews generally benefit from reduced employee turnover and higher workplace morale. From an employee perspective, the opportunity to be “listened to” and “heard” is valuable. A stay interview can allow you to address issues at your current organization so that you don’t have to look for a new position.

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New Year, New Opportunities?

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For many of us, the new year represents an opportunity to reflect and make a plan for moving forward. This is a useful exercise whether or not you’re satisfied with your current job / career.

Here are some questions and ideas to help you take advantage of the new year!

  • Think about what you learned and achieved in 2023…what new opportunities did you have? What new training or certifications did you receive? What new skills? List your 5 most significant accomplishments
  • Determine your goals for 2024…Are you looking for a promotion? A new job altogether? A new career? Create a written plan on how you can get there. Putting things in writing will help you hold yourself accountable. What do you need to do to prepare yourself to achieve your goal? Are there specific classes? Work experiences? New technologies? Specific people you need to reach out to? Put it in writing and give yourself a timeframe to accomplish what is needed.
  • Is your resume ready to go? If your resume hasn’t been updated in at least 6 months, add this to your to do list. Make sure your resume is full of accomplishments and numbers—as well as key words for your next job.
  • Review your performance expectations with your boss. Make sure you understand what is expected and how expectations may have changed over 2023.
  • Do you have a system to keep track of your accomplishments and numbers? There is probably nothing more important for your career than taking charge of it. One great way to do that is to track your accomplishments and numbers. You can do it electronically or use a paper file. Note that electronic files on your employer’s computer belong to your employer, not you. So however you decide to track this information, use a personal device or file.
  • How is your network? Do you have a coach or a mentor? If not, consider taking steps to find one. Are you in regular contact with people outside your workgroup? Is your LinkedIn current—and active? Are there people you know who can help take your career to the next level? Are you in touch?

These are just some ideas to help you start 2024 on the right track!

Stay connected by joining our network on LinkedIn for additional tips, resources, and more!

Performance Review Not As Strong As You Had Hoped? Now What?

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No one wants to receive a poor performance review. But how you respond is important. While you can respond in writing or file a grievance (if you work for the federal government), you may want to consider having a conversation with your boss first. Here is a potential script you can use:

Preparation:

Before approaching your supervisor, you’ll want to prepare. First, take some time and decide what you want to do. Reflect on whether the review was unfair or incorrect, whether it was the first time you received such a review, and whether you are clear on what is expected.

  • If you believe the review was inaccurate, do you have documentation to back up your assertion?
  • If you believe that expectations were not clear, you’ll want to be sure you understand your performance standards.
  • The goal is to assess your performance to get you “back on track.”

Make the Ask:

[Boss name], I’ve been thinking a lot since my review last week, and I’d like to sit down with you to discuss specific aspects of my performance review now that I’ve had a chance to reflect on it.

How It Might Sound:

You: [Boss name], I was kind of shocked by your rating of my performance in last week’s review. Now that I’ve had a chance to think about it some more, I’d like to meet with you to discuss some specific aspects of it. Could we set up a time in the next week to do that?

In the Meeting Itself:

Again, be prepared for the meeting. Make sure you review your performance expectations and you personal documentation of your performance. Plan out what you want to say. Be open-minded; the goal is not to win an argument but to better understand expectations and what you might need to do to meet them.

How It Might Sound:

You: I was pretty defensive in the meeting because I thought I’d been doing a great job. But after looking more closely at the review, I can see there are some things that I need to work on. So that I can improve my performance, I’d like to meet with you monthly — or quarterly at least — so that I can improve my performance for next year’s review. Is that possible?

Boss: We could definitely do check-in meetings at least every other month to make sure you’re on track. But I’ve been pretty clear about our expectations for the areas that you were scored low on, so I’m curious as to the changes you’re going to be making to improve in those areas.

You: Yes, that’s one of the things that I want to talk about in our meetings. While I agree that there are expectations laid out for customer service interactions, for example, there are some things that are ambiguous, and also, you hadn’t said anything to me before about needing to document follow-up interactions, so I was surprised to see that noted on the review. I’m committed to improving my performance, but I want to make sure I’m on the right track.

Boss: Well, I’m happy to discuss some of the specifics, and to clarify anything that you feel is ambiguous. While it’s always been in the customer service guidelines to document follow-up interactions, this is a point of emphasis for management this year, so that’s why it’s noted in the review. But that’s the kind of thing that we can work on throughout the year so it’s not a surprise for you on the annual review. You’re a valued employee, and I am happy to work with you on these issues.

Obviously, not all interactions will be positive but as an employee, you want to do your best to have a win-win outcome.