Q: I interviewed with a great organization on two occasions. I did all the proper candidate etiquette on my end, including handwritten thank-you notes. After the last interview, I waited two weeks to send an e-mail follow-up, and then waited two additional weeks to send a courteous e-mail asking for the status of the recruitment process. I still have not heard boo. What gives? – Frustrated Flo

A: J.T.: As a former human-resources manager who has seen it all, I can give you a host of possible explanations:

¢ The position has been changed and/or put on hold because of some unexpected company developments.

¢ A late-runner job candidate was referred in by someone in the organization and is now being put through the interview process.

¢ A different candidate was selected, but the negotiations are taking time, and HR doesn’t want to tell you anything in the event it falls through and you are next in line.

¢ The HR manager doesn’t want to hear your disappointment and is avoiding your call.

¢ The HR manager honestly doesn’t have an answer from the hiring manager and doesn’t want to call you until he/she knows either way.

¢ The HR manager is on vacation, left the company and/or is swamped.

Does hearing those make you less frustrated? Probably not.

Dale: Still, Flo, you can’t give in to resentments. You’re a salesperson contacting a prospect. If you let yourself get frustrated, you get resentful, and then you’re sunk – underlying feelings inevitably sneak into your communications. OK, you’re probably thinking, “I’m sunk anyway,” but you can’t give in to that logic either. Every good job is a long shot, and you need to keep working to improve the odds. So make a phone call and offer to assist them in their decision. Don’t just send a note – send some ideas, an article, something. Let them know you’re wanting to help.

J.T.: Then, in the future, at the end of every interview, always ask, “What are the next steps in the process?” Followed by, “And what’s the best way to touch base with you on the status of my candidacy?” This line of questioning not only commits the HR manager to an action, but it gives you the permission and protocol for checking in. While it doesn’t always work, it helps hold an HR contact accountable for providing you with closure.