You Did Not Get the Job! Now What [Updated] - Career Pivot

You Did Not Get the Job! Presently What [Updated] - Career Pivot You Did Not Get the Job! What Do You Do Now? You just got the dismissal notice that said you didn't land the position you truly needed. This can be quite obliterating genuinely yet you have to keep up an even, passionate demeanor. I expounded on this in the post Emotions and the Job Search â€" Creating a Blank Slate. Presently isn't an ideal opportunity to blow your cool. There are a ton of substantial reasons that you didn't land the position. I need you to think about the accompanying prospects: There was a more qualified applicant than you for this position. You didn't show at least one traits that they were searching for in a competitor. You may have those characteristics, yet you didn't pass on them in the recruiting procedure. There was an inner up-and-comer that was considered a more secure recruit. They simply committed an error and employed an inappropriate individual. You didn't land the position. That is validâ€"yet we should make a procedure where you can learn, develop from the experience and position yourself for the following position that may open up at the organization. We should return a stage to arrangements before the meeting. Previously and During the Interview Process In the event that you followed the Targeted Job Search methodology and Targeted the Companyyou would have at least two great contacts, the individual who alluded you in and the scout. Both of these connections you ought to painstakingly develop by keeping them on top of it at all times. On the off chance that you are having various phone or in-person talks with, you will need to email them after each meeting with what occurred and your contemplations on how it went. Post Interview Following the meeting, consider doing the accompanying: Compose a customized, written by hand card to say thanks to everybody you met with. On the off chance that conceivable, hand convey them to the workplace where you met. Indeed, I realize this is old school yet it truly works for those of us in the second 50% of life. Compose a customized email to everybody you met with. Send a LinkedIn solicitation to everybody you met with. Send a $5 Starbucks gift voucher to the scout or any other individual who was particularly useful. Reveal to them you value their assistance and need to flag your gratefulness regardless of whether you landed the position. You need to demonstrate your thankfulness to solidify any connections that you may have worked in the meeting procedure. This is a long distance race and not a run! Post-Rejection Notice After you have been educated that you didn't land the position, consider doing the accompanying: Consider first and afterward email the selection representative who you sent the gift voucher to and inquire as to whether they can give you any bits of knowledge into the recruiting choice. The little gift voucher is key since selection representatives once in a while get expressions of gratitude from anybody all the while. Connect with your contact at the organization who alluded you in and check whether they can accomplish some criminologist work. Email the recruiting administrator, expressing gratitude toward the person in question for the chance to meet for the position. Notice that you might want to be considered for different open doors later on. Email others that you met with, and express gratitude toward them for their time. Approach them for any input that they might have the option to give. 1-2 Months Later Screen LinkedIn for changes in the office where you met. Use LinkedIn propelled search to figure out who got the activity by utilizing the present place of employment title field. In the event that it was an outer applicant, verify how their certifications contrast with yours. Is it safe to say that they were better qualified? Is it true that they were essentially more youthful than you? Age separation is perfectly healthy. In the event that they employed somebody essentially more youthful that may mean you have to deal with how you will safeguard against age segregation. On the off chance that it was an interior up-and-comer, at that point they went with the protected decision. I guarantee on the off chance that you are going up against interior competitors you will lose most by far of the time. Send a LinkedIn association solicitation to the person who was recruited. I realize this may appear to be somewhat strong yet this is an individual you need to develop a relationship with whether you choose to seek after a situation at the organization later on. 3-6 Months Later Contact the individual recruited and approach to meet for espresso or lunch. Request AIR â€" Advice, Insights, and Recommendations! Try not to stand by too long to even consider making the inquire. What could occur: The individual who was employed probably won't work out. I have witnessed this! They may open up different situations for which you will be a superior fit. You need to keep steady over brain. You could discover that the individual they recruited was better qualified and a superior fit. You may have the option to be of help to them. I as of late had a customer that was recruited a year after the individual they employed didn't work out, and they changed the expected set of responsibilities to all the more likely fit my customer's capabilities. At the point when you don't land the position you had always wanted, be tireless and don't let latency set in! You don't have the foggiest idea why you didn't land the position. It is basic you don't begin to make up stories in your mind or what I call MSU disorder. Get the realities dependent on the connections you have developed through the meeting procedure. You might be amazed what individuals will let you know. 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