Since when is Thank You not important?

Considering today's competitive job market, it blows my mind how many people don't send a thank you note. If you get the interview... you should thank them for their time and consideration. In fact, according to a recent study by TheLadders, 75 percent of interviewers report that getting a thank you note impacts their decision. Yet, still 10% do not send one and 21% only send a thank you sometimes.

There is the evidence folks and it takes so little of your personal time to do so. Furthermore, it gives you the perfect opportunity to reiterate why you are the perfect person for the job and touch on the statements they made during the interview that resonated with you personally/professionally.

My advice: No question, you must write and send a thank you note after each interview within 24 to 48 hours. This is per person and tailored specifically to that meeting. Additionally, make sure you have someone proof it, because typos can have the opposite effect you are trying to accomplish.

What about other important Thank You opportunities?

• Your customer's loyalty.
• Your customer giving you a foot-in-the-door.
• Your coworkers assistance when you were out sick.
• Your colleague in another department gave you speedy support on something that was critical to meeting a deadline.
• Your neighbor being kind by shoveling your portion of the sidewalk or bringing in your trash bin from the curb.
• Your family member who willingly watches your child.
• A friends help on a DIY home project.
• Your spouses ear when you need someone to lean on and vent to.

Everyday we have opportunities to thank people. A little bit goes a long way. These relationships (all of the above) enhance your life in ways that we rarely stop to consider and appreciate.

Now is my turn... I want to say THANK YOU to all my blog readers! I don't get a lot of comments, but the numbers of clicks, views and private messages shows me the tremendous support you give me. I appreciate it and hope that I will continue to provide valuable content in 2014.

The Job Hopper

Countless times this has been the road block for many talented individuals. Frankly, I've always wondered if this is a blessing or a curse. You are probably thinking... Blessing? How can she define it as such? Well the reality is you would have had to be hired for several jobs in order to be defined as a job hopper and that means you were chosen by the employer and embraced as part of their team. They saw potential and had hope in you. The fact is, there are many people out there that are not as interview savvy and did not get that frequent of opportunity to join. Isn't that sort of a blessing to have that type of skill? You also have to wonder if that skill translates to the important skills needed in this job!

Yeah, yeah US employers don't want to invest in a person's training and ramp to productivity, only to have to restart that process a year later. However, I have to wonder if they are leaving for a reason and don't actually have the intention of being a job hopper, but are instead being held back from their ambition, micro-managed to death, or avoided a lay-off (jumped ship).

So, how long is long enough? Say you were under the circumstances above, would you stay for the sake of longevity on your resume? A lot of people would... in fact I've heard that before so many times, "I at least have to hit the (#) mark before I consider leaving... I don't want to be perceived as a job hopper".

Don't get me wrong, I don't pick sides on this debate. I just think it is food for thought. So many employers disqualify a candidate based on resume alone because the candidate is perceived as a job hopper, but the reality is if you don't know their situation... how can you truly classify them as such and maybe, just maybe this person just had some bad luck?! The employer should use precaution for sure, but a flat out no seems rigid to me.

Maybe what we should be delving into is why they have made such poor employment decisions repeatedly and make them think hard about what they liked, didn't like and how your environment, managerial style and culture fit affect them in the role? Do they want the same things you are providing? Do their behaviors in past situations point to favorable future circumstances with you? AND... most importantly - Can you keep them?

Some risks are worth taking.... but you should also take the right precaution. Balance is key.

What sort of feelings do you have on the job hopper topic? Ever interviewed and hired someone who shocked you because they made the cut long-term?