Heather Campbell

A, did they ask it? B, did they have any sort of responses? And then were they able to overcome anything? We next then coach them to, of course, write a thank you note. But what I would say is based on this debriefing with me, is there anything that you and I just talked about that you could add and include into a thank you note?

A, did they ask it? B, did they have any sort of responses? And then were they able to overcome anything? We next then coach them to, of course, write a thank you note. But what I would say is based on this debriefing with me, is there anything that you and I just talked about that you could add and include into a thank you note?

Maybe it's something that you wish you would have clarified or something you were really grateful that you learned or something that you found as a connection between that candidate or that client and yourself. Those are the things to add into a thank you note. I feel that these are super important. I want you to make it less generic and more personal.

Maybe it's something that you wish you would have clarified or something you were really grateful that you learned or something that you found as a connection between that candidate or that client and yourself. Those are the things to add into a thank you note. I feel that these are super important. I want you to make it less generic and more personal.

So again, anything that you may have connected on. I have had many clients tell me that a good thank you note has had a candidate rise above others because of the effort that was put into a good thank you note. No need to do anything to the mail anymore. A virtual note is just fine. I get asked that question a lot too.

So again, anything that you may have connected on. I have had many clients tell me that a good thank you note has had a candidate rise above others because of the effort that was put into a good thank you note. No need to do anything to the mail anymore. A virtual note is just fine. I get asked that question a lot too.

You'll probably know if you made it or not sooner than a note would get to them in the mail. And then the last part of the debrief that I have is just be really honest about when I'm going to be able to have feedback. I never want to overpromise a timeframe that I will be able to share news with them. And regardless of the decision, I will let them know.

You'll probably know if you made it or not sooner than a note would get to them in the mail. And then the last part of the debrief that I have is just be really honest about when I'm going to be able to have feedback. I never want to overpromise a timeframe that I will be able to share news with them. And regardless of the decision, I will let them know.

And that was the client was able to offer me about how the interview went.

And that was the client was able to offer me about how the interview went.

So, again, this is something that we scheduled, you know, after all of the interviews for that round. You know, so you've got a round one interview. Anybody that was involved with that will schedule that whether it's one person or five. And we typically go through each candidate separately, just kind of letting them share how do they feel like it went with, you know, John, Sarah, Jim.

So, again, this is something that we scheduled, you know, after all of the interviews for that round. You know, so you've got a round one interview. Anybody that was involved with that will schedule that whether it's one person or five. And we typically go through each candidate separately, just kind of letting them share how do they feel like it went with, you know, John, Sarah, Jim.

I also share with them the feedback. So I've had that conversation with the candidate about, you know, things that they talked about, things they enjoyed. It may be some like starstruck pieces that happened.

I also share with them the feedback. So I've had that conversation with the candidate about, you know, things that they talked about, things they enjoyed. It may be some like starstruck pieces that happened.

I'll share that first so that they can kind of, usually it's good stuff because most often the candidates feel like, you know, it went well, but they'll resonate with things that maybe were said there, which I feel like kind of helps them. them either remember some parts of those interviews that happened and also find like a connection with that person. Like, oh yeah, we did talk about that.

I'll share that first so that they can kind of, usually it's good stuff because most often the candidates feel like, you know, it went well, but they'll resonate with things that maybe were said there, which I feel like kind of helps them. them either remember some parts of those interviews that happened and also find like a connection with that person. Like, oh yeah, we did talk about that.

Or, oh yeah, she did share that. So I think that that part is really important to just be candid. We'll go through each candidate and let everybody just sort of share. Sometimes people disagree on stuff, which is really interesting, but I try to just really ask probing questions versus trying to input anything about my experience with the candidate. Because, you know, we're all human.

Or, oh yeah, she did share that. So I think that that part is really important to just be candid. We'll go through each candidate and let everybody just sort of share. Sometimes people disagree on stuff, which is really interesting, but I try to just really ask probing questions versus trying to input anything about my experience with the candidate. Because, you know, we're all human.

Sometimes I, you know, have favorites and everything. I don't want to involve myself in that part of the process at all. I want them to hear from each other about how it went and how it happened. It also depends on is this a panel of peers or is this an executive leadership team versus the hiring manager? And so I try to keep the hiring manager on or record those conversations.

Sometimes I, you know, have favorites and everything. I don't want to involve myself in that part of the process at all. I want them to hear from each other about how it went and how it happened. It also depends on is this a panel of peers or is this an executive leadership team versus the hiring manager? And so I try to keep the hiring manager on or record those conversations.