So, you thoroughly prepared for your interview and feel like you gave it your best shot. In fact, you think you have actually got a pretty good chance of securing the role. However, waiting for interview results is often the most difficult part of the process. If you have been waiting for a while, you might be wondering how to ask HR about interview results.
We have got you covered. In this article, we will explain how long you should wait before following up and exactly what you should say when you do ask HR about your interview results.
Still waiting for your interview results?
Waiting for interview results can be tedious, especially if you think you have got a good chance of securing the role. You might feel like you are stuck in limbo, reluctant to apply for any other roles until you have got your interview results.
But how long should you expect to wait for interview results and how do you go about chasing for your results if they don’t arrive? Read on to discover the answer.
How long to wait for interview results
Sometimes it can take a while for a company to finish the interview process and compare candidates. This process can be slowed down further by staff taking holidays or being off work sick.
If the hiring team gave you a time frame in which you would hear back, you should wait one business day before following up. For example, if the hiring manager told you that you’d hear back four working days after the interview, wait until five working days to chase it.
If the hiring team didn’t give you an expected timeframe, you should follow up for results after five working days. This gives the employer enough time to review the interviews and make their decision.
Don’t be tempted to send an email any earlier than this date, or you could end up appearing too eager or even desperate. The last thing you want to do at this stage is to annoy the hiring manager!
How to send an interview follow-up email
If you haven’t heard back from an interview after five working days, it’s time to send a follow-up email to the employer. The person who scheduled your interview is usually the best person to send this email to. They should be able to update you on the progress that has been made towards selecting the right candidate.
Here’s a simple step-by-step process that you can follow for crafting the perfect follow-up email after an interview.
1. Choose a strong subject line
First of all, you need to choose a subject line that forces the receiver to actually open the email. If you’re sending the email to the person who scheduled your interview, you can simply hit reply on that email, continuing the existing email chain. This will increase the chance of your email being read, as the receiver will be able to easily see that it isn’t a cold email or a stranger.
If you don’t have an email to reply to, here are some examples of strong subject lines that you can use:
Interview status follow up
Following up regarding interview results
Re: Interview on Tuesday 5 June
2. Craft the email body text
Once you’ve created a strong email subject line, you can move on to crafting the body text of your email.
Begin by addressing the recipient by their first name, if you know it. Follow this with a short paragraph explaining that you’d like to enquire about the status of the job you interviewed for. It’s important to be specific here – don’t assume that they’ll know which job you’re talking about. You’ll need to include the date of the interview and the job role that you applied for.
You should then stress your interest in the position, showing your enthusiasm for the role. Finally, tell the receiver that you look forward to hearing from them regarding the next steps and thank them for the opportunity.
It’s important to keep your email short, ensuring it stays on topic. You don’t want the recipient to get bored reading and close your email before getting to the point.
You should also ensure that the tone of your email remains positive, even if this is the second follow-up email and you haven’t received a response. This is the time to demonstrate your professionalism to the employer.