8 reasons why you aren’t a fit for the job

interview failurAnd you’ll never know which one.

“You aren’t the right fit.”

This is the default answer recruiters and hiring managers give job candidates when the hiring manager (HM) doesn’t hire them. But it’s as vague as the answer my son gives me when I asked how school went. “Fine.”

Though you may never know why exactly you weren’t hired, keep in mind that it may not be something you did wrong. You didn’t screw up the interview because you said your greatest weakness is you don’t spell well. Or you couldn’t come up with a story about when you saved a project from failing.

No, there were other reasons why you weren’t “a good fit.” Here are some possibilities:

  1. Legitimate reasons. Legitimate reasons such as relocation, compensation, or other financial issues. Hiring a candidate is a business transaction, so if you’re going to put too much of a dent into the company’s pocketbook, there’s only one solution—the company ends the business transaction. Or you just don’t make the grade, whether it’s because you lack the technical skills or you don’t have the personality for the work environment—no fault of yours.
  2. They went with someone inside. It’s not uncommon for a company to advertise a position even when they have an internal hire in mind. But the company wants to make certain that they hire the best possible person, so they test the water and conduct a traditional search. You’re better qualified but not as well known as their internal candidate. As well, the company is fostering good will among its employees.
  3. You’re too good. Many jobseekers have told me that the hiring manager who interviewed them was less knowledgeable; that they could do the HM’s job. Understandably the HM felt insecure, harboring “you’ll-take-my-job” feelings and decided to go with a safer, less qualified candidate. Perhaps one of the other candidates the recruiter sent to them for consideration.
  4. Hiring managers are sometimes incompetent interviewers. Many HMs aren’t trained to conduct interviews to capture the most complete candidate. Their priority is usually hiring someone who has the best technical qualifications. In finding someone who can handle the responsibilities in their sleep, HMs neglect another important aspect of the job—you’re motivated and will work well with others.
  5. Unfortunately hiring managers make decisions based on personal biases. Nepotism is one blatant reason why people are hired for a position. One of my customers was told she was being let go so the owner could hire his cousin. He actually admitted it to her. And there’s always a candidate’s appearance, attractive or not, that may come in play. I remember working at a company where the director of sales coincidentally hired beautiful, incompetent women. It was a running joke among the employees.
  6. You’re brought in for the wrong position. Has this happened to you? You applied for a particular position but are surprised to learn that the questions being asked are not ones you prepared for. Job responsibilities change midstream possibly because the HM is new and has other needs she needs met. This can throw anyone off their game, so don’t sweat it if you don’t do as well as you’d like at the interview.
  7. Sometimes hiring managers don’t have a choice. As a favor to a “friend,” an HM will have to hire someone who most likely isn’t qualified. Usually this is a strong suggestion from someone higher up in the organization, and there’s not much an HM can do about it, except to argue against hiring someone who isn’t a fit for the position. This comes at great risk to the HM and is probably not worth it.
  8. Okay, you didn’t do too well at the interview. But this doesn’t mean you were wrong for the position. There are times when job candidates are not on their A game, when they don’t answer the tough questions or show enthusiasm for the position or company. It happens. This can explain being the wrong fit; a poor performance at the interview. It’s time to move on to the next position. (The good news, if you’re dying to work at a particular company, you can apply for other positions, interview with other HMs, and quite possibly get a job.)

What we’re left with after a candidate isn’t hired for one, or many, of these reasons mentioned above is a disheartened jobseeker; a recruiter who won’t receive her bonus; and an HM who hopes he has hired the ideal person for the job. There’s only one winner out of the possible hundreds of candidates in the process. I’m not stupid enough to believe telling you the reasons why you didn’t get the job will provide you any solace, but hopefully you’ll understand that you’re not to blame.

Photo from Safrina Voor, Flickr

7 awesome traits of the introvert

I wrote this post a year ago but feel it’s time again to plug the introverts for their greatness. 

When I ask my Myers-Briggs Personality Type Indicator (MBTI) workshop attendees if they think I’m an introvert or extravert, they usually guess wrong. “But you’re so lively and loud,” they say.

What do they expect from me, Dawn of the Living Dead?

Those of my attendees who guess wrong believe that to be sociable and animated one must be an extravert. I don’t blame them for guessing wrong, because society has been under the impression that showmanship belongs exclusively to the extraverts.

The ability to speak in public is only one of seven traits the introverts demonstrate. Following are the remaining six:

We think before we speak. Dominating a meeting is not our style; we favor something akin to Parliamentary Procedure. That doesn’t mean we don’t have intelligent things to say; we just don’t like to compete with the extraverts who learn by talking. The problem with our method of communicating is we might not get the opportunity to get our brilliant thoughts out in the open.

We rule when it comes to research. We learn best by researching topics on our own and, as such, prefer the computer over dialog. Extraverts learn best by throwing around ideas among their colleagues and friends. We find staff meetings unproductive unless there’s an agenda and some sense of order. Brainstorming is usually a waste of time to us.

We hear you the first time. We’re considered great listeners. But we don’t appreciate being talked at. We’re perceptive so you don’t need to stress your point with 10 minutes of nonstop talking. You don’t like caviar, you say. And you had a bad experience eating it when you were a child. Got it.

We love to write. Writing is our preferred mode of communication, but this doesn’t mean we’re incapable of talking. We just don’t have the capacity to talk from sunrise to sunset. Writing allows us to formulate our thoughts and express them eloquently. There’s no denying, however, that our workplace favors those who talk; so there are times when we put down the pen and let our voice be heard.

We’re just as creative as the next person. Our creative juices flow from solitude, not open spaces where people throw Nerf footballs, eat cookies, and attend wrap sessions until 10:00 pm. If you see us working intently in our offices or cubicles, we’re usually enjoying “moments,” so don’t break our concentration. Nothing personal; we’ll join you at the pool table when our work is completed.

We can stand being alone. We don’t need constant attention from others; rather we enjoy the time to think and reflect on life in general. Some might consider this as standoffish, but those are people who require a great deal of stimuli and don’t understand the beauty of Quiet (watch Susan Cain’s YouTube video). We develop long-lasting friendships with fewer people, as deeper is better than broader. Don’t pity us if you have 20 friends and we have only five. We’re good with that.

My MBTI workshop attendees are not far off the mark when they guess I’m an extravert; I do have the ability to put on the Robin Williams act, or revert to a serious Bill Belichick persona. I put 100% into teaching the finer points of the job search, and as a result my exit from the room is quick and toward the stairway to where I can retreat to my computer.

The 12 types of job-search networkers; the good and the bad

Networking blackWhen you work at an urban career center, you come into contact with many different personalities. The customers that stick in your mind are the ones who not only help themselves, but also look out for others. In other words, they help their peers without being asked.

One gentleman who I speak of often in my workshops is a guy named John who worked at Brooks Automation. He was laid off and attended my workshops. He took it upon himself to create a networking group that grew in popularity, and he ran it like a pro. When he landed his next job, I was happy and sad. Happy that he landed a job; sad that the group eventually dissolved.

John exemplified one type of networker, the Giver. He gave his time and energy to help other jobseekers, knowing what goes around comes around. Here are the 12 types of networkers:

  1. The Outgoing (Good) — Never out of energy and always interacting with others around them, this networker is often popular and a magnet to others. People feel his energy; it gives them energy. (Don’t assume this person is an extravert; introverts can be outgoing, as well.) When he leaves the group, people take notice and wish him a good night.
  2. The Shy (Bad) — On the other hand is the shy person who comes across as a snob or aloof. He’d rather stand in a corner watching others interact. This is not his venue; he won’t stay long. (Don’t assume this person is an introvert; extraverts can be shy, as well.) When he leaves no one notices his departure. He’s a ghost.
  3. The Face-to-Face Person (Good) — She loves personal networking because she enjoys being with people. You’ll see her at every event until she’s landed a job, and she’ll return to the group to talk about her Happy Landing. She also networks in the community with whomever she can, realizing that anyone could offer her a lead.
  4. The Online Person (Bad) — Using LinkedIn exclusively is her idea of networking. She sees connecting with others and sending direct messages as the only way to network, but she’s mistaken. One must also make a personal connection to cement a relationship.
  5. The Giver (Good) — Like John, this person understands the true nature of networking. When he helps someone by providing a lead, he will get help from someone else. He creates good karma for himself. He is a maven, someone who knows about every industry and occupation, and he has contacts at many companies.
  6. The Taker (Bad) — He thinks only of himself and never of others. Just taking is a good way to alienate himself from the people with whom he networks. He doesn’t understand why people stop helping him because he’s wrapping up in his own battle. He expects people to have leads for him but doesn’t think of offering other jobseekers leads.
  7. The Listener (Good) — She is one of the favorite people in the room. Always asking questions and listening intently. She remembers previous conversations and brings them up, making people feel special. She is a great conversationalist. Unfortunately people may take advantage of her good nature and talk “at” her all night.
  8. The Talker (Bad) — This person believes that the room is his stage and those around him are receptacles for his words. People have a hard time getting away from him unless they have an escape plan. He is exhausting and gains few followers. In the community he drives people away from his company, unwilling to listen to people who could help him.
  9. The Doer (Good) — He is someone who will attend networking events despite being tired after a long day of work. The extravert and introvert alike will attend networking events, or meet up with a group of networkers, or connect with people in the community. They are active yet tactful in the way they network.
  10. The Non-Doer (Bad) — You’ll see this person at a few networking events and then he’ll drop off the face of the earth. After trying a few events and not getting immediate gratification, he’ll decide networking is not for him and abandon it. It’s a shame, as he may have potential.
  11. The Finisher (Good) — In soccer we call this a player who puts the ball across the goal line. In networking this person follows up with the people he meets at events and in the community. He keeps business cards and calls the people within 24 hours, 48 hours at the most. And he maintains contact with the people who can be of mutual assistance.
  12. The Buzz Kill (Bad) — We know what a buzz kill is. No more needs to be said. In networking he’s the person who doesn’t follow up with potential connections. Relationships die before they begin. Business cards lie in his drawer, piling up like a deck of playing cards.

In contrast to John, I’ve come across networkers who are in it only for themselves. Although it’s natural to want immediate gratification, it’s far more noble and productive to help your brethren, as your efforts will be returned in due time. There are other types of networkers, such as the positive and negative attitudes. As I say in my workshops, we’re more likely to help those who appear positive than those who appear negative. They all agree.

Talk more; 5 reasons why your job search and performance at work require it

This article contrasts one I wrote on talking too much. What’s the balance many, including I, wonder?

We’ve all been in the presence of people who don’t talk much, if at all. It can be frustrating or downright agonizing, particularly if you’re sharing a car ride with them or at a party or working beside them. As uncomfortable it is for you, the consequences for the dead-silence types can be devastating to their job search and occupation.

I’ll be the first to admit that making small talk is not my forté, but I do all right when the moment calls for it. I’m better at asking questions to draw out information from anyone without sounding like a CIA interrogator.

I often wonder about the times I talk too little, why a failure to communicate comes over me. The reason for this, I believe, is lack of confidence and a touch of insecurity. I’m an articulate person. I might commit a misnomer here and there or forget what I was going to say, but for the most part I can communicate my thoughts and ideas.

I wrote about the opposite end of the spectrum, people who talk too much—a documented disability in some cases—and the effect it has on their job search and ability to function at work. I also believe that people who fail to talk at crucial moments hurt their chances in their job search and at work. Below are five areas where people must talk.

Networking—In your job search, networking in social settings, at networking events, and professional meetings; demonstrating your verbal communication skills is essential to success. People need to know what you want to do, what skills you possess, and the accomplishments you have under your belt.

Networking is a daily activity that permeates every aspect of our life. We network for the best mechanics, baby-sitters, great restaurants, and more. Networking to find a job obviously serves a different purpose than finding a trustworthy mechanic, but in all cases you have a goal which can only be accomplished through effective communications.

Telephone Interviews—First rule: don’t assume the telephone interview is only a screening, where you’ll only have to answer questions about your technical skills and salary expectations. They’ve become increasingly similar to face-to-face interviews. My jobseekers have been through multiple phone interviews—behavioral-based included—before a final face-to-face.

When you leave your contact information on voice mail, also include your personal commercial as something that will set you apart. You’re interested in the position and feel you’re the right person for the job because 1) you have the necessary experience, 2) meet all the requirements, 3) have job-related skills, and 4) the big one…you have quantified accomplishments that prove what you can do for the employer. Don’t be surprised if the hiring manager answers the phone; it happens, so be ready to talk.

Interviews—If you don’t talk, they won’t hear you. This is where your confidence must be abundantly clear. If you want to pretend you’re on stage, fine. This is your greatest performance. Preparation is the key. You know that you have to understand the job and company inside and out; but there is one other thing you have to know by heart…your résumé. Knowing your résumé will help you talk about yourself, particularly if you wrote it yourself.

Some of my jobseekers admit that they like an interview where they don’t have to talk. Letting the interviewer do all the talking is fine with them. It’s a good sign, they tell me. Wrong. Letting the interviewer talk non-stop prevents you from getting your key points into the conversation. How will they know you, if you don’t talk?

Meetings—You’ve secured a job. Your willingness to talk is just as important as when you were looking for a job. Employers like those who appear confident and who can engage. Have you ever been to a meeting where a group of people—not necessarily introverts, but more likely—never talk. Afterward they’ll approach a colleague and express their feelings about the topics covered, but not during the meeting. Why, I ask you?

Don’t rely on meeting leaders to ask for your opinion if you’re remaining silent. I’m sure you have great ideas, so why not express them. One person in my MBTI workshop said that all the extraverts talk over everyone. First of all, I don’t see that as a common practice. Second, fight back. That’s it, raise your voice to show you’re not timid; you can talk and have great ideas. The meeting leader will appreciate this.

Promotions, Special Requests—Nancy Ancowitz, Self-Promotion for Introverts, writes, “All too often, introverts get passed over for job offers and promotions while more extroverted colleagues get all the recognition….” I’m not saying that introverts are deficient and require help. But as an introvert, I tend to like writing more than speaking, because I express my ideas clearer on paper.

However, when it is required to use your verbal voice, such as following up on an e-mail about scheduling a special meeting for that company-paid training, you have to be on. You have to be psyched up for the moment; and even if you’re sweating, your stomach aches, you want to jump out of your skin, you still have to use the verbal communication skills that have been latent since you earned the job.

Where’s the balance? Talking too much can be detrimental to your success. We know people who make our minds go numb from their incessant babbling. They make us want to run in the opposite direction. But there are also those who don’t talk, which as you’ve seen can sabotage a job search and performance at work. There is a balance between the overly loquacious and the utterly dead silent. There are extravert types who can listen as well as they talk and introvert types who can talk as well as they listen. You know people like this, so emulate them…for the sake of your career.

5 times when nonstop talking can hurt you in the job search and at work

talking too muchIf that got your attention, good. I don’t know any other way to say it; I hate it when people talk too much. This is a personal issue of mine, a lack of tolerance, perhaps; but incessant talking makes my mind go numb.

Nonstop talking not only drives people like me nuts; it can have a negative effect on your job search and at work. Following are five times when you need to modify your talking.

Networking events: When you’re at a networking event and the person with whom you’re speaking only talks about himself, it goes beyond annoying. It’s downright disrespectful. I recall once talking with a woman at a business networking event; rather she was talking at me non-stop. I eventually wondered if she needed time to breathe. Nope.

Professional meet ups: Another way talking too much can hurt you in the job search is when you’re at a meet up and you don’t allow the facilitator or the attendees to get their points across. This really inhibits the sharing of information and advice, creating a counterproductive environment. You can see the irritation spread around the room like a black cloud. People begin to stir in their chairs, roll their eyes, and sigh. This is a clear sign that it’s time to shut up.

Interviews: Talking too much will definitely hurt you at an interview. One of my workshop attendees told the group that an interviewer told him at the conclusion of the interview that he talked too much. He admitted that he had to work on his problem because it hurt him at other interviews. I felt like giving him a hug for his revelation.

I was the victim of a woman who talked too much when I interviewed her. I think she was nervous. Nonetheless, she lost the position five minutes into the interview when she talked without pausing. She was responding to, “Tell me about yourself.”

In the workplace: People who corner you at work are a major annoyance, particularly when you’re trying to get some work done. Take a cue from someone who’s trying to complete a project at the 11th hour. Notice when their eyes drift to their computer and they repeatedly say, “Ah ha, ah ha…” It’s time to bring your talkative self  somewhere else, like the water cooler.

Company meetings: The talkative types come out of the woodwork at meetings, don’t they? Their need to be heard can extend meetings way beyond their deadline. Managers notice this and resent those who disrupt the agenda, unless they’re the talkative ones. When called on it, the offenders become belligerent; their feelings are hurt. I say, “Too bad.” Uber talkers need to know when their talking is a nuisance and curb their words.

To see if verbal verbosity is a psychological disorder, I Googled, “talking too much disorder” and came across a number of people who have various opinions, as well as those who are struggling with this problem. Some attribute it to attention deficit hyperactivity disorder (ADHD), bi-polar disorder, and even “communication disorder.”

A particular study caught my attention. Communication Addiction Disorder, Joseph B. Walther, Dept. of Communication, Cornell University, Presented at the annual meeting of the American Psychological Association, Boston, August, 1999.

In one paragraph he writes, “While extraversion and sociability are characteristics which, when exhibited appropriately, confer attributions of credibility and may be pro-social, personal experience, history, and literature are replete with anecdotal accounts of people who talk a great deal to negative extents. Terms such as “talk too much,” verbose, long-winded, gossipy, dominating, etc., all speak to the notion that auditors devalue others who verbalize beyond normative levels, and that lay interpretations of such behavior result in negative attributions.”

Sadly, loquaciousness may be unavoidable, as the author states: “Additionally, talkaholics reported that they had been unable to curtail their talkativeness activities. “When asked if they had ever tried to talk less, most indicated they had but many added comments such as ‘Yeah, but I can’t do it.’ ‘I can’t stop talking.’ ‘I am driven to talk.’”

I’m not sure after reading this if I was proud to have discovered it, or suffer from “intolerance disorder” (not a real diagnosis). One thing is for real, talking too much has a negative effect on not only me but others as well. So if you are one who can’t stop talking, the road to the job search and beyond may be a long one.

10 ways to help yourself in your job search

Help-yourself-in-yourRecently I was helping my son with his algebra, which is a risky endeavor—algebra was never my strong suit. As I was struggling with the assignment, I noticed he was watching something on his iPod.

Hold on, mister, I told him. Who’s supposed to be doing this assignment? It was at this point that I told him he was on his own, and that if he wanted my help, he’d have to do most of the work.

He protested a bit, but an hour later he came to me with every problem answered. Two days later he showed me the homework assignment. Ninety-five percent correct.

If you’re in the job search, you might feel like you need help. This is completely understandable; looking for work can be overwhelming. But if you are like my son and think people will do everything for you, your job search will be a long and disappointed one. Why? Because the job search will take effort from you, a great deal of effort. Here are 10 ways to help yourself in the job search.

Own your job search. When it comes down to it, you are ultimately in charge of your search. Don’t rely on others to take the necessary actions (listed below) of conducting your job search. You won’t feel as though you have a stake in it. You won’t be driven to succeed. You’ll go through the actions, and in the long run you’ll ultimately be unhappy. Don’t let others, including me, tell you what you need from your search; that’s up to you to decide.

Step up your attitude. Again I say it’s important that you present a positive image when you’re looking for a job. I understand how devastating unemployment can be—been there, done that—but always keep in mind that people are more likely to help those who appear positive than those who appear negative.

Whether you realize it or not, your attitude shows in the way you speak, your body language, and the way you act toward others. I certainly can sense a bad attitude and doubt that that person will project confidence in his/her job search. One of my customers always begins his elevator pitch declaring how long he’s been out of work. How does that project confidence?

Don’t expect immediate gratification. The job search can take from less than a month to many months to complete; so to expect to land a job immediately is a bit unrealistic. Those who are successful in the job search will approach it with hope and not give up if it takes longer than expected. They remain focused and don’t let setbacks throw them off their game. You may not realize that people in our industry want you to land your job as soon as possible.

Don’t blame others for your failures.Sometimes people are treated unfairly by their former boss, leading to a bad departure. If you suffered this unfortunate situation, I can empathize with you. But if this is your reason for leaving every position, I will naturally doubt that it was always your boss’ fault.

You will eventually have to figure out how to get along with your next boss and the ones that come after him/her. Accept responsibility for your actions and correct your behavior. I haven’t always had great relationships with my bosses, but I’ve learned from my mistakes. Help yourself by learning from your mistakes.

Write your résumé. Don’t expect others to write your résumé unless you pay them. I will critique your résumé free of charge, but you are responsible for coming up with the content. This means you will tailor your résumé to each job, including the Summary and Experience sections, as well as provide accomplishments that are (hopefully) quantified. Oh, don’t write a seven-page résumé, even though you’ve been told over and over that it should be two to three pages at most.

But please take the time to do it right. Your résumé is your most important document at this time. Don’t produce shoddy work and don’t hand me the same résumé after we’ve sat for half an hour or more discussing how to make it better. Also, if you insist on sending the same résumé to multiple companies and wonder why your’re getting no results, don’t expect me to tell you to continue making the same mistakes.

Network even if it makes you uncomfortable. Even if you hate it. I, like most career professionals, believe networking is the most successful way to land a job. Networking events may not be your thing, so connect with people in your industry and social settings. Arrange to meet with people at a convenient location, or call them if it’s easier for them.

I’m not going to take you to networking events and talk to your former colleagues, neighbors, friends, convenience store owners, etc. However, I’ll encourage you to take those steps and applaud you when you report to me about all the people you met and new opportunities you created. I’ll introduce you to people I know as long as you show you’re invested in your job search.

Engage on LinkedInOr don’t. I’m not a fan of people who join LinkedIn just for the sake of it. To me that’s wasting space on the site. I will support your efforts 100% but not if you come to me with an unfinished profile and expect me to fix it without effort on your part. If you have a decent profile, yet aren’t engaging with you connections, I won’t take you seriously as a LinkedIn user.

I like to tell the story of one of my customers who had a sufficient profile but only 8 connections. When I asked her why she wasn’t connecting and engaging with people on LinkedIn, she told me she only wanted to connect with her friends. I gave her strategies of how to connect and engage with people on LinkedIn. I don’t know if she listen; she hasn’t connected with me.

Prepare for the interview. There’s no getting around it; you must prepare for the interview by researching the position, the company, and even the industry. You’ll be asked questions about all three areas, especially the position. It’s also important to practice answering questions before you go to your interview.

Ask for a mock interview from someone who can film you answering questions and provide you with feedback. I love conducting mock interviews; they reveal a great deal about a person’s body language, the intonation in their voice, and of course the content of their answers.

Take care of post-interview matters. You’ve been told how important it is to follow up an interview with a note, whether it’s email or a note card. You’re the one who is responsible for this and you should take this part of your job search seriously. Try to deliver your note to the interviewer/s desks within 24-hours of the interview.

Keep me in the loop. I recently received an email from one of my customers describing his latest job search activities. Fortunately he landed a consulting position that might lead to full-time work, but I appreciate my customers following up regardless of their situation. It keeps them fresh on my mind so when potential opportunities pop up, I’ll remember them. “Ping me,” is what I tell my customers.

These are 10 ways you can help yourself in your job search. It will take work on your part, but in the end you’ll be more satisfied than if someone will do it all for you. My son was so proud of his 95% algebra score, exclaiming, “Dad, I did it on my own.”

Why a follow-up note matters when recruiting a student


And in the job search. 

You learn many things when you bring your child on a college visit. You learn, for example, that visiting five schools in four days can be exhausting. You learn that your child is drawn to the most expensive schools. And you learn that some schools do a better job than others in trying to recruit potential students.

This last point was most apparent when one of the five schools sent a follow-up note in the form of a postcard. It was from a student ambassador who took my daughter out for lunch—she refused to let me come.

The postcard arrived two days after my daughter’s visit to the school, which happened to be the most expensive of the five schools. Not a week after the visit. Two days after the visit.

What impressed me most was that the card was written in the ambassador’s own handwriting, with a scratched out word and a little too many explanation points. Don’t dwell on the negatives, dear reader. Instead think about the personal effort this young woman put into writing this card to my daughter. Especially focus on how the girl said, “It was really great getting to know you and learning about the mills in Lowell.”

“Wow,” I said to my wife, “Chloe talked about the mills.” I’ve never heard my daughter speak word one about the mills. The fact that they talked about the mills indicates that the conversation took an interesting turn. (According to my daughter she and the ambassador talked about many other topics, but she wouldn’t elaborate.) Reading the postcard further I saw that the young woman hoped that my daughter feels better—she had pneumonia at the time of the visit.

This follow-up note in the form of a postcard showed me professionalism, great business sense—they want to recruit as many potential students as possible—and it illustrated why jobseekers need to send follow-up notes. I tell my customers to follow up with the employer no later than a day or two after the interview. Most are good about this, while others don’t even follow up.

I’m not naive to think that this woman sent the card on her own accord. I know the school has a policy requiring that the ambassadors send personalized postcards after a prospective student visits the school. It’s good marketing.

It’s good marketing because the young woman paid attention to what my daughter had said during lunch and wrote about the encounter in her own words, not some generic follow-up note the school sends to everyone. This will definitely be a good lesson for my job-search workshop attendees when I explain the importance, again, of the follow-up note. If a 20-year-old woman can send a note of appreciation to my daughter, a jobseeker can send a unique thank-you note to an employer.

As I said, my daughter is most interested in the college that sent her the card. She told me this before the card even arrived. Before our visit I was impressed but not in love with said school. The card cemented my decision to send her there. Now my wife and I have to prepare for the astronomical expense for the tuition and other costs we’ll have to endure.