Well, not the actual "thank you," just the delivery system.

It's critically important that you thank the interviewer for the opportunity, but it's also critically important that you get it to him within 24 hours. And a handwritten, snail-mailed note just won't do that. Send an email.

Watch the video to see why I believe sending a thank you email quickly is so important, and find out what you need to make sure you say in that email.

One hiring manager called me a week after a phone interview with one of my candidates (BTW – we had been playing phone tag – that is a long time for some feedback).  The manager felt that the candidate was qualified but was reluctant to say that he wanted to move the candidate forward.  Then he asked if the candidate had talked with me after the interview and did the candidate ask for the hiring manager’s email address.  Yes, I had talked with the candidate and no - she had not asked for the email address.  Kiss of death.  That simple piece of information was the tipping point for him.  The candidate is a no go.  Why?  Probably, in this case it was only another data point.  But some managers feel it is a key piece of information.

Management of sales/marketing jobs often feel that if you don’t use all the tools to persuade them in your job search, you won’t use all of the tools you need to be successful in their position.  Don't give someone an excuse not to hire you.

E-mail thank you notes are entirely appropriate.  Handwritten thank yous are of the past.  They work only if you can get them out on the exact same day, because speed is a strength here.  Still, you should send an e-mail one because there are hiring decisions that happen while the post office still has your letter.

(Didn’t get the address?  Google the interviewer:  *@thecompanyname.com.  For instance, *@phcconsulting.com would get you my address and the address of everyone who works here.)

spell-check your job interview thank you notes

So, as her recruiter, I told her to go back to her computer and send another note:

"In my excitement over the job, I wanted to send you a thank you note as soon as possible. However, I realized that I misspelled ________. I'm embarrassed. It's just not like me to make a mistake like that." And so on. She ended the note with something positive, and the interview process went on. (In another situation, that would have ended her as a candidate for that job.)

The moral of the story: Be enthusiastic, send your thank you notes quickly, but take a breath and spell-check it before you send it. And maybe type it instead of texting it.

You send a thank you note. 

It's probably your only shot at damage control--your one last "Hail Mary" pass, but if it's your only chance to fix whatever the problem was, you should take it.

On a good day, thank you notes are very important to your job interview process.  On a bad day, it may be your only hope.  Thank you letters show your great attitude, highlight your communication skills, and give you a chance to provide more information about why you're a perfect fit for this job.  In this case, a thank you note also highlights your ability to take in information (the interview) and provide feedback on whatever the problem was.  You're responding to an issue in a timely fashion (e-mail it, please), which is only going to improve the hiring manager's perception of you.  The ability to turn a negative situation around is one of those intangible skills you'll need in medical/healthcare sales, and a situation like this is your chance to demonstrate it. 

Need a little help?  Here's a link to guidelines and samples of thank you letters to get you started.

One way to impress a hiring manager: SWOT Analysis

Can’t get an interview?

Can’t get past the first interview?

Are you demonstrating the levels of commitment, drive, tenacity, skills and organization employers want?

Here are 6 tried and true ways to separate you from other candidates and be the candidate everyone wants to hire:

1.  Preparation = SWOT Analysis:

SWOT is a strategic planning tool.  It stands for Strengths (attributes helpful to achieving the objective), Weaknesses (attributes harmful to achieving the objective), Opportunities (external conditions that will be helpful to achieving the objective), and Threats (external obstacles or conditions that will harm the process).  Look at the picture–it helps.  Doing a SWOT analysis on the company demonstrates your drive, commitment, and skills, along with helping you create a better 30/60/90-day plan. Click here for advice on how to do one and avoid mistakes.

2.  30/60/90-Day Plan :

A 30-60-90-day plan is a short, 1-3 page outline for what you will do when you start the job.  Essentially, you spell out for your future employer, in as little or as much detail as necessary, how you will spend your time–in training, learning company systems, introducing yourself to customers, and your initial plan to build sales.  It demonstrates exactly how you’ll be an asset.  A 30/60/90-day plan is an almost-guaranteed way to impress any hiring manager or hiring team.

Check out this audio that will tell you exactly how to present your 30/60/90-day plan to the hiring manager.

If you absolutely can’t get an interview, you could try e-mailing your 30/60/90-day plan to the sales manager.  It’s an attention-getter, and it could be the key to get you in the door.

3.  Video or Audio Communication -:

Send the interviewer an audio of video clip of yourself.  Keep it short and sweet, and make sure you’ve checked lighting, background, and sound quality.  One idea:  Structure it like an elevator pitch–what can you do for the company and why can you do it?

4.  Brag Book :

A brag book is a folder/ binder that you can use during your interview process to clarify your skill sets.  It can include letters of recommendation, “attaboy” notes (or any notes commenting on what a good job you’ve done), staff ranking, annual reviews (if you include some, include them all), rewards letters, your resume, types of equipment you’ve used or marketed, certifications or other educational courses, any financial or PowerPoint presentations, copies of articles you’ve written, brochures you’ve helped develop, and a college transcript (though ONLY if you’re just getting out).  Here’s a link to a video that explains more.

5.  References :

It’s critical that you have winning references.  Some people believe that references never get called, but they do.  You should know how to choose a good reference, and know with stake-your-job-on-it certainty what they will say about you.  You can (and should) even coach them beforehand, to help them tailor their answers to the job.

6.  Follow-up/Thank You Notes :

Don’t underestimate how important thank you letters are in the job interview process.  Everybody “knows” they’re critical, but unbelievably, not everyone writes them.  Thank you letters accomplish several things:

• They get your name in front of the hiring manager one more time.
• They are your last chance to package yourself as the best, most qualified person for the job.
• They are polite, and manners count.
• They can be an example of your ability to take in information (the interview) and process and provide feedback or new ideas about whatever the problem was. For example:  “I thought about your concerns about how to handle xyz delivery issues, when I was a product manager at ABC corporation, we used………”
  (See what I mean?)

Handwritten thank-yous are nice, but e-mail thank yous are fast.  Sometimes, hiring decisions are made quickly, so a timely note can be critical.

I know these things will help you become an outstanding candidate!