A general rule to follow for a follow-up email to an application is to send it between three to five days after you submit the application through Jobsrar.com. You want to give them enough time to receive and possibly review your information.

The best bet is to keep it short, sweet and to the point. And, most importantly, make sure your email is absolutely error free – meaning no typos, spelling mistakes or grammatical errors.

Here’s one example:

Dear (name of recruiter),

Last week, I applied for the (position title) you advertised through Jobsrar.com . I have not yet heard back from (company name) regarding this position and would like to confirm receipt of my application.

I feel that my skills and experience fit not only this position, but the company as a whole. I am excited about this opportunity and think I can bring a lot to your team. Please let me know if you have any questions or if there is anything else you need from me.

I am looking forward to hearing from you!

Thank you,

Best Regards,

(Name & Surname)

A follow-up email leaves the ball in their court so that you ask them to take the next step and contact you. Following up on your applications is an important part of the job search process and shouldn’t be overlooked!

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Evaluating Candidates

Once interviews are completed, most employers will seek input from all parties who have encountered candidates during the interview process.

Keep in mind that even seemingly lower level employees like administrative assistants who greeted you and set up your interview day may be asked for their impressions. Treat everyone respectfully and be your best professional self at all times, including your prospective colleagues.

Of course, it is hard to anticipate what each employer will be looking for as they make final decisions about candidates, but it is useful to consider some common factors.

Selection Criteria Used By Employers

Here are some criteria employers frequently use when they decide which candidate to hire:

• Would the individual fit in with the colleagues in their department?
• Does the candidate have an appealing personality? Would we enjoy working with her/him?
• Does the candidate possess the skills necessary to excel in the job?
• Does the individual have the appropriate depth and type of prior experience?
• Does the candidate have the technical proficiency to get the job done?
• Does the candidate possess the licenses and/or certificates required for the job?
• Does the candidate have the knowledge, expertise and information base to effectively carry out the job?
• Does the candidate have the required academic background?
• Does the candidate have a positive, “can do” attitude?
• Does the candidate have a strong work ethic and a high energy level?
• Does the candidate have the confidence and experience to be a leader?
• Would the candidate be a good team player?
• Does the candidate have good communication skills?
• Is the candidate a good long term prospect to fill higher level jobs?
• Is the candidate likely to stay in the position for a long enough period? Will he/she be happy in the role?  Is he/she overqualified?
• Does the individual fit in with the corporate culture?
• Can the candidate cope with the pressures and stress of the job?
• How enthusiastic is the candidate about the job?
• Can the candidate innovate, think outside the box, and creatively meet challenges?
• Is the individual aware of their weaknesses, comfortable with constructive criticism and motivated to improve themselves?

and much more.

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