Are you there, interviewer? It's me and I just answered that question.
Being unemployed due to COVID doesn’t carry a stigma, but my work history has more than a COVID layoff. Over the past three years, I have not held a position for more than one year. I am comfortable with the narrative—I made decisions that make me a better employee, two layoffs were beyond my control, and I left each organization on solid ground and on good terms.
I still have some explaining to do!
I interviewed for an ideal opportunity recently. The last step in the interview process was meeting with the executive responsible for the team. When the opportunity arose, I addressed my work history transparently and objectively. I acknowledged the probable concerns it might raise.
The interviewer changed the topic completely and asked questions about my connections on LinkedIn. I wondered if I had said too much. Or too little. Or the wrong thing.
Then he said, “What concerns me is your work history. I notice that you were at X for one year, Y for another year, and Z for only a few months. What happened?”
Are you there, interviewer? It's me and I just answered that question.
My best guess is that the interviewer was skimming LinkedIn and not listening to me. We are all prey to distraction, and I cannot throw the first stone. I talked it through with a career coach so I can be prepared the next time this happens. This is what I learned:
1. I made a good choice when I chose to answer the question a second time. Interviews are not a time to call people out but there’s another reason…
2. My best guess may have been wrong. I couldn’t assume anything more than good will on the part of the interviewer;
3. Whether the interviewer was looking for me to tell my story for the first (!) time or for me to give further detail, I had an opportunity to further sell my experience, skill set, and work ethic.
I can use this experience to be better prepared for my next interview (yes, I did not get the job). I am going to practice interviewing over the phone with a friend. I am going to think about how I can answer questions in layers--giving a clear, effective, and impressive initial response and adding meaningful details if the interviewer has more questions. I’ll let you know how that goes!
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Mastering the Art of the Follow-Up: The When and How
Following up after an interview can be a delicate balance between demonstrating enthusiasm and maintaining professionalism. Done correctly, it keeps you top of mind and positions you as a proactive candidate.
Here’s a quick guide to navigating the post-interview process with confidence.
1. Always Send a Thank You Note
A simple thank-you email can leave a lasting impression. Aim to send it within 24-48 hours of your interview to express appreciation and reinforce your interest in the role.
2. Connect on LinkedIn—But With Timing in Mind
After sending your thank-you note, take the opportunity to connect with interviewers on LinkedIn. This is best done immediately after sending your Thank You note and before any conversations or hiring decisions are made. If you wait until a decision has been made, especially if it's not in your favor, your connection request may now be a little awkward or based on uncertainty of your intentions for the connection.
3. Clarify Next Steps Before Leaving the Interview
One of the easiest ways to manage follow-ups is to ask about the timeline for next steps before leaving your interview. This helps set expectations and eliminates uncertainty. A simple question like, “What’s the expected timeline to have someone onboarded and ready to hit the ground running?” can save you a lot of second-guessing.
4. Follow Up Based on Timeline Shared
Once you have an estimated timeline from the interviewer, base your follow-up on that information. If they don’t provide a clear timeframe, a safe rule of thumb is to follow up one week after your interview.
Here are a few ways it could play out for some examples:
Scenario: “We will get back to you by the end of the week.”
→ Follow up on the first day of the following week.
Scenario: “We will be interviewing candidates over the next two weeks.”
→ Follow up on the final day of week two or the first day of week three.
Scenario: “We will be reviewing candidates with the team and get back to you shortly.” You give it a try...when should the follow up occur?
→ Follow up - This is a trick question as this response requires a follow-up question rather than assuming a timeline. Try responding with: “Great, thanks so much. Is there a specific timeline when the team is looking to fill the role and have someone onboarded?”
By following these structured steps, you ensure that your follow-ups are timely, professional, and effective. Thoughtful communication can make all the difference in turning an interview into an offer.
Hope this was helpful. Would love to hear any other tips or questions you may have.
Coach Olivia
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Need some advice:
My current company is pushing for “globalization”. They’re expanding into different countries and as a result are trying to find ways to offload departments to other countries for cheaper labor.
I’ve been job hunting for a few months and recently had an interview for a position with a company for a payroll analyst position. I didn’t get that position but the recruiter asked if they could do an interview process for a different position with their company. This position is customer facing (which I’m not excited about) and it pays less but it’s basically been insinuated that the job is mine, I’m just going through the normal motions.
Ive done research on the company and position and while people love the company the position has terrible reviews. People have stated being severely overworked and underpaid being the common theme to all the reviews.
My current company has me scared of lay offs and the other position scares me because it sounds like I’ll be stepping from a pan into the fire.
Do I stick with the devil I know? Or go for the damn near guaranteed new position? The recruiter stated that the pay could jump in six months if I do well but that doesn’t really bring me any confidence.
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Same.
The truth is, the job market isn’t always built for those of us with nontraditional paths, career gaps, neurodivergence, or lived experiences that don’t fit neatly into a LinkedIn headline.
But what if what makes you different... is your advantage?
Let's dive into 6 ways to embrace what makes you different — and how to use it to stand out in your job search (not shrink back).
? Now I’d love to hear from you: What’s one part of your story you’re learning to own — instead of hide — in your job search?
Drop it in the comments ? or DM me if you want to keep it private. Your journey matters.
Let’s talk about it.
#JobSearchSupport
#CareerChange
#OwnYourStory
#LinkedInTips
https://www.linkedin.com/posts/melaniemitchellwexler_jobsearchsupport-careerchange-ownyourstory-activity-7338920513932546052-Lh8D?utm_source=share&utm_medium=member_desktop&rcm=ACoAAAE7zOABz83nZb53qdeC66Dyj4MTQ6HhhqwEver
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My Officemate Keeps Complaining About Our Boss
Has anyone else experienced this? My officemate constantly complains about our boss and their management style. It’s starting to affect the team’s morale.
I understand everyone has their opinions, but I’d love to hear how others handle similar situations. Any advice?
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What to do? My boss shared personal medical information about me to a coworker.
I shared the information because I needed to adjust my schedule and had to explain why. Hr was also told why as they work hand-in-hand and everything HR runs through my boss.
Now my coworker who told me this was sick to her stomach for a week and was acting strange when she saw me. She finely came clean and told me she needed me to know that she was told this very personal thing and wasn't comfortable knowing it. So my question is- what would you do? I feel my boss should be written up for this, but I am wondering how to go about it
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