Once you are done with a job interview, it is time to send a formal Thank You email or letter. But you can actually hamper your performance if you include certain things in your letter which should be avoided. This post brings to you a list of 10 things which should never be included in an interview letter.
Do Not Just Be Appreciating
It is important that you write a few lines of appreciation in your letter but do not just leave it like that. You are suppose to be expressing your strong interest in the job and you must also talk about the reasons which make it a perfect choice for you.
Do Not Talk Anything About Salary
A Thank You Letter after interview must not include any mention of salary. You are not suppose to be discussing the salary until and unless some offer has been made to you. Moreover, this is just not the right time to do that. Be patient and wait for the negotiations to start and do not bring them in this note.
Do Not Apologize or Give Reasons For What Went Wrong
If you feel that you committed some mistake in your interview then do not draw attention of the interviewer on it by stating them in your letter. Any kind of apologies or reasons would sound like clarifications which are not needed. Your letter must sound positive in every sense and must highlight your positive qualities.
Do Not Pose Any Query That Questions Job Suitability
This letter need not include anything unnecessary. You need to be very cautious while framing such a letter and you need to make sure that you don’t end up asking any such questions that give the employer a doubt if you are suitable for job. Avoid giving a feel that you like the company but the job doesn’t interest you or that you are interested to know if there are any other openings in the company.
Do Not Keep it Same For All
It is important that you change the contents of your letter as per the employer to whom you are sending it. Copy pasting the same letter to all is not the right thing to do. Every letter has to be personalized and this is one thing which can help you have a stronger impression.
Do Not Be Aggressive In Your Letter
Sometimes we end up being very aggressive in our thank you letter by writing I will call to check on the status of the candidacy. This is just not the right way of putting up things. Wait for the response of the employer and let him suggest you what needs to be done to know the status.
Do Not Make Exaggerated Statements
It is important to include a positive statement which can support your comments but never end up writing something that is making unnecessary claims. Rather you should make sure that you make a positive statement along with a convincing background which can support what you are saying in a positive way.
Do Not Mention References, Until Asked For
Thank You letter must not include references in it. You should only submit the list of references when you are asked for it. So just wait and let the interviewer ask for the references.
Do Not Include Reimbursement Queries
The purpose of writing a Thank You letter is to express gratitude for the interview that happened along with expressing interest in the job. You must not include queries related with reimbursement in this letter. In case you have any such queries, write a separate letter later. Do not let your Thank You letter become something else. Do not lose your focus from the purpose of the letter.
Do Not Forget to Check From Grammatical Errors
It is extremely important to check your letter for grammatical errors before submitting it. Also ensure that there are no spelling mistakes in it. It should be addressed to the right person. Include the job title and address of the person to whom you are writing.
If you are able to frame a perfect Thank You letter by omitting these mistakes then you can surely increase your chances of getting selected for the job. A perfect letter can help you create a stronger impression. So do not include any of the things mentioned above and you will nothing to worry about.
Thank You Letter from Supervisor to Employee
Supervisor is the person who knows the best about the performance of the employee. But it is not an easy job to gauge the performance. Supervisor has to be very smart at measuring the performance.
In the present scenario, companies conduct various rounds of interviews to make sure that they select the best candidate for a particular profile. Some candidates are dropped after the initial interview and some are dropped in the last round. Being the HR manager of your company, you are required to write refusal letters to all those people who are unable to get through this process.
Here is a sample format of job refusal letter after interview which takes into account the important points that need to be mentioned. Use it to frame your personalized letter to inform the candidates about their inability to make it for the next round or final selection.
Format of Job refusal letter after interview
ABC Corporation Pvt. Ltd.
2 Richmond Street
42 Johnson Apartments
St. Anthony’s Road
Dear Mr. Andrew,
We highly appreciate that you took out time and appeared for the interview for the profile of Project Manager at ABC Corporation Pvt. Ltd. We are writing to inform you that you have not been selected for the additional rounds of interviews for the above mentioned profile. We received job applications from candidates who have rich experience on this post along with leadership skills, both of which are essential for this profile.
Thanks for interviewing with our team. Our team enjoyed interviewing you and we hope that you reapply for the profile when the vacancies are there in future and qualify successfully.
We wish you good luck for your job search. We appreciate your interest in our organization.
ABC Corporation Pvt. Ltd.
Other Related Job Interview Formats
Thank you Letter for Second Interview Invitation
Reschedule Job Interview Email Sample
Job Inquiry Email After Interview
Sample Job Interview Evaluation Form
Ways to Make Worst Impression at Your Job Interview
Invitation Letter to Interview Panel
Interview Call Letter Format for Job
Sample Job Interview Call Letter Format
Sample Interview Call Letter in Doc Format
Sample Request Letter for Permission to Interview
Employers Notify Applicants About Interviews
Thank You Letter for an Administrative Interview
8 tips to conduct an effective interview
A successful interview requires employers’ ability to give suitable questions, listen to applicants’ answers and make them tell the truth about their competence and points of view. It is the background that helps you select the talented employees. These following techniques can help you improve interview skills.
1. Make a suitable appointment
As an interviewer, you should always be on time when having an appointment with candidates, especially the ones applying superior positions. Being chronological expresses recruiters’ professionalism and good images of companies. You should put the interview appointment into your working schedule and consider it an important meeting with customers. Be sure that you will give the best interview environment to candidates: a neat desk, telephone in vibration or off mode, quiet room and tell other people that you do not want to be disturbed.
2. Encourage candidates to answer interview questions
Ask open and friendly questions to help candidates feel free and well answer all questions in the interview. You can ask about their working experience; for example: “Please tell me about one of your current working days. What makes you like it? What makes you dislike it?” This question makes candidates feel free to share their information. That is the best beginning for an effective interview.
3. Listening more than speaking
If you spend more than 20 minutes of an interview to speak, candidates do not have much time to talk about them. The aim of an interview is to know clearly about candidates through listening to them. So you should spend time to listen as much as possible.
4. Ask open questions
Avoid asking Yes/No questions. Ask open questions to encourage candidates to talk more about their current job or themselves instead. Questions like “Why do you think it is right?” or “How did you do it?” will help you know more clearly about candidates.
5. Ask questions before describing the coming job
Avoid describing the coming job too much before the interview. An intelligent candidate can take full advantage of the description to outline answers that he thinks you want to hear. By asking a lot of questions before describing the job, you can know the most reliable information about candidates.
6. Avoid too popular questions
Everyone knows some questions like: “Which position do you think you will work in the next five years? What are your strengths and weaknesses? Tell about yourself.” For such questions, many candidates prepare the answers. And you will know nothing with such kind of questions. You should find challenging questions that require candidates to think and give truthful answers. Consequently, you will know clearly about candidates’ strengths and weaknesses. You can use situation analysis questions such as asking them to talk about what they will do in some typical situations. Basing on that, you take the clearest picture about candidates’ competence.
7. Consider the number of interview rounds
An interview process often consists of two main rounds: the first aims to select maximum 3 potential candidates and the second aims to choose the best one. The second round should be done by the people who will work with the candidate or the one who will have good relationship with him. Their evaluation and comments take a powerful role.
However, many companies have more than 2 interview rounds: they invite candidates to attend 3, 4 or even 5 rounds. But be careful: It may have opposite effects if there are too many interview rounds. Candidates will feel bored when being invited to more than 3 interviews. In some cases, they think that the employer is not professional.
8. You should know what you cannot ask
Some forbidden questions that employers should not ask candidates are related to employee discrimination. Such questions are usually not related with the jobs like age, race, marital status or physical disability.