After each interview I send a Thank you letter thanking the interviewer for their time, re-connecting to some of our conversation and reiterate my interest in the role and the company. I usually also try to say that I’d do well in the role by some additional thinking e.g. a short strategy for communications, PR or Public Affairs or whatever the role is about. The question is should I do that or should I just keep the letter short and sweet?
I’m just asking because once a recruiter gave me some coaching before an interview and I mentioned that I planned to bring a presentation with me. The interviewer cautioned against it because since we didn’t know what the turns the interview would take and if I then left behind something that had nothing to do with the actual discussion I would be remembered by that rather than what I wanted to be remembered by.
With the Thank you letter I of course have a better situation since I know what we discussed so that part is easily managed. But there is still a lingering doubt that I’m wearing a bit off the best route. Why could it be a bad thing to show that I can do the job? Because what I show might not be exactly what the hiring company is looking for and then this will be what I leave behind and my efforts to further display my competencies will then simply be the stumbling block that takes me out of the race.
What say the recruiters in my network? What’s the best way to pen a Tank you letter?
When applying for jobs one must grow rhinoceros hide and learn to accept rejection after rejection. Of course I get disappointed when I get a no, I mean I applied for the job. At the same time, it goes without saying that in a hiring process the company should identify and hire the person they feel can do the job. Identifying the right candidate is after all the goal with any hiring exercise, no question about it. And in a hiring situation there are more concerns to take into account than I can being to understand.
However, the thing I find hardest to handle are the comments that comes with the rejections, the ones going along the line of “It’s nothing personal and please don’t take it as a reflection of your competencies.”
You know what? With the risk of sounding like Donna Corleone, this IS personal. We are talking about my competencies, my experiences. It is me, myself and I that is weighed and found too light. I am the one rejected, not the competition. Of course I accept the message. There is after all not much else to do.
I used to love to read magazines like the Economist and Vanity Fair. I loved their elegant language, these fantastic four syllable words that read like poetry had I ever been a poetry reader. The writers and writing had personality. Every time I put down these (and other) magazines I had learned a new word and gained new insights. But lately, meaning the past couple of years, when I read these and other articles, I find the language flat, lacking identity or just plain uninteresting only based on their writing and use of language.
Of course, with better knowledge of English the level of understanding is higher and better that’s a wonderful part of life, we can master what we set out to learn. But maybe sometimes ignorance is bliss? English is a wonderfully forgiving language and it accepts us linguistic mongrels with grace and good will. But when I speak with my English mother tongue friends they all bear witness to having simplified their spoken English to suit people like myself, i.e. someone that has studied English in school as a foreign language. While I appreciate their efforts getting their message across, and that they make an attempt to include e.g. me in their conversation, I at the same time find it sad. Because lower standards rarely complies with moving ahead and for me, one way I learn is to be around someone more skilled than me. And I don’t think I’m unique in this way.
I am not talking about a manual or cooking recipe here, because manuals and cookery books should be basic and straight forward. I am talking about [written]mass media that I do think have a responsibility towards “their” language, their readers “at home” and the “foreigners.”
Am I naïve? Am I looking for elegance where elegance can’t be found? And is this flattening maybe something good that will bring about better understanding?
The so called gaffe by Microsoft CEO Satya Nadella and his statements about women, pay, and the pay gap and some of the opinion pieces penned as a result made me wonder. I frankly don’t think that Mr Nadella thinks that women should be paid less than men, but I do believe that he (unfortunately) might be on the correct side of history when he says that women often can be more uncomfortable in asking in any job related situation than most men.
John Fortt has penned a good opinion piece about the situation where I think he is on to something. In the piece Mr Fortt asks if meritocracies can be biased and he gives #Netflix as an example, from personal experience I can only answer that “Yes” and that includes Netflix.
But the basic issue that needs to change isn’t so much the payment practises as such, they are only the result of the basic flaws and symptoms on the sickness – that unless you as an employee is recognisable by the high-tech recruiter you will not even get hired so forget about getting the pay you deserve.
In my business and city, all one have to do is to take a look around and you start singing the old James Brown song “This is a man’s world” but without adding the following praise to women. There are so many organisations representing the [ICT] industry that only have men hired, or only men at the senior levels, it is frightening. Saying the industry is a bit of a lad is an understatement of the century. So, based on the fact that we women doesn’t even count enough to get hired, why do we even bother about the payment scales? I am not saying it isn’t important and that they need to be adjusted, but if we as women doesn’t even count in the work force? So sorry, people, let’s start with the basics and see to that we as women count, get hired and that our competencies count as much as a men’s so we get hired, then we can deal with the payment scales.
Publicerat i Brussels, EU, European Parliament, Microsoft
Märkt affirmative action, board diversity, Brussels, Business, CEO, change management, communications, competence, corporate, Corporate communications, cross cultural, equality, inequal, John Fortt, karma, Microsoft, Netflix, pay gap, Satya Nadella