Write a Post-Interview Thank You that Actually Boosts Your Chances to Get the Job

We've discussed the best way to follow up after an interview, but what should you include in that follow-up to make sure your hiring manager or recruiter really notices? According to career strategist Hannah Morgan, it's a short, sweet, three line message that reaffirms your interest in the position and thanks the interviewer for their time. Here's what it looks like.
The follow-up letter, she explains, should be easily digestible to the reader, and it shouldn't require the hiring manager set aside a ton of time to read it. After all, they're busy, and it's a short walk from "appreciative that you sent a thank you note" to "annoyed you're wasting my time." Here's what she suggests:

Paragraph 1: This two- or three-sentence paragraph explains why you are writing…thank you.
Paragraph 2: This paragraph reminds the interviewer why your specific skills are a match for the job and how you will add value to their organization.
This might also be an opportunity to address any of your areas of weakness during the interview or to improve upon an answer you gave during the interview.
Paragraph 3: In this paragraph, emphasize your gratitude for the opportunity and state when YOU will be following up.

You can probably trim this down even more, but the format looks solid. She explains that the best time to send the note is 24-48 hours after your interview, and to send it directly to the hiring manager or recruiter that you worked with—if you were interviewed by a hiring committee or team, it may have less impact since everyone's opinions weigh on whether you get the job, but it can never hurt to send it to at least the person you'd be working for.
As to whether or not you should even send one, she shared this interesting graphic based on data compiled by CareerBuilder in a 2011 study of hiring managers and HR reps. Essentially, if you're not sending one, you may be doing your chances a disservice. A follow-up won't make up for a bad fit, lacking skills, or even a bad interview, but it can show character and tip the scales in your favor when someone's dealing with multiple qualified candidates, like almost every hiring manager is these days.


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