Interview Thank You Letter Email or Snail Mail?
In this day of hyper electronic communication interview thank you letter by email can often be overlooked and deleted. t’s easy for recruiters and Hiring Managers to get lost in the maze. While I have nothing against emails, texts, tweets, etc., etc.,
I tend to sometimes forget the advantage of personal touch of an interview thank you letter sent via snail mail, right to the interviewers door. Email lacks personality and effort.
It seems to me that the personal touch of snail mail is becoming the way of the dinosaur. But don’t discount the impact that a hand written interview thank-you letter can have on or influence a situation like an interview.
Interview Thank You Letter via Snail Mail Works
I know a Human Resource Manager with a renewable energy power provider who had set up an interview with three qualified people for a VP level position in her company. All three people interviewed with the CEO of the company. All three did very well.It was going to be a tough decision for the CEO. Two of the candidates sent very appropriate emails to the CEO thanking him for his time and stating their intentions to want to join the company.Those emails were sent the day after the interviews. The third candidate went home and wrote a hand written interview thank you letter on professional looking stationary and sent it out snail mail that day. It also arrived the next day.
Snail Mail is not Thrown Away as Often as Email is Deleted for Interview Thank You Letter
Well, as it happened, this CEO was very impressed by the actual hand written letter and was a big believer in the snail mail personal touch. Funny thing is the HR Manager told me she thought it was “old school” and out of touch.How wrong she was. Suffice to say the third candidate got the offer and accepted the position. Moral of the story for candidates and recruiters: don’t be so involved in the age of electronic communication as to forget that people still connect with you on a personal level. This “personal touch” using snail mail tells someone about your customer relationships and your service delivery philosophy, especially in the interview thank-you letter.
Education Bubble Shortage of US born Engineers for High Tech
It’s a very tough market in electrical and computer engineers for companies that provide security applications, Ai, IoT, and aerospace products. Under rules from FAA and ITAR to FCC to ITAR to DoD, the education bubbleshortage of US born engineers is evident. Requiring US citizenship or green card (permanent residence status), real unemployment nationwide across all industries is still high.
First we need to understand the reality of the education bubble. In the USA, the primary reason we have a decline in economic power is that since the 80s we have moved from real education in science, history, english, writing, and mathematics to “social awareness” and social justice teaching.
As such, we produce a declining number of electrical and computer engineers for four decades – especially USA natives. Want proof the education bubble is worsening? Graduates numbered 14,584 in 2004-05, but declined to 14,209 in 2005-06 and 13,783 in 2006-07. Master’s degrees also dropped in the same time period, recording a significant decrease from 41,087 in 2004-05 to 38,451 in 2005-06, followed by a smaller decrease to 37,320 in 2006-07.
Education Bubble Shortage of US born Engineers is Evident Everywhere
Enrollment of U.S. citizens in graduate science and engineering programs has not kept pace with that of foreign students in those programs as new foreign student enrollment for 2008-2009 increased by approximately 16.0% from the previous academic year. Since the federal government took over education with the Department of Education in 1979, our elementary schools and high schools have declined and at the university level the education bubble is worse.
The Education Bubble shortage of US born engineers exists due to this social engineering. The education bubble has come about doe to the federal government’s free-spending ways. We re broke as a nation and cannot continue to give student loans to those whose GPA is not deserving. And like my family did for me and my siblings, it is a parent’s sacrifice and savings to put a kid through college. Or going to school at night while working full time like my father did.
Or going via the GI Bill by serving in the military. Or busting your butt in 2 years of community college like my own son did (who then received full scholarships for bachelor and master based upon his grades) who then achieved a PhD in Space Physics. He soundly defeats the issues in the education bubble.
Reasons for the Education Bubble Shortage of US born Engineers
Education should be about Learning and Competition
The education bubble shortage of US born engineers exist due to a failure to deal with real life in educating our children. Just as in life there are winners and losers – and no one should receive a trophy just because they tried. And if you did not win, so what? I was taught to keep trying. And I spent 2-3 hours a day in homework from elementary all the way through high school. In elementary and high school we were encouraged to join clubs and be involved. Me – I chose football and Key Club.
Those two things taught me competition, being a team player, and giving of my time to my community. With fierce competition and high education standards, we had no education bubble. And the focus on high academic standards prepared me for college. Today our schools focus on “feel-good” social engineering and teaching children political and social correctness rather than the 3 Rs and molding children for a bright future. We need to address the fundamentals about the education bubble.
We as citizens and responsible voters can CHANGE the education bubble. Scientists and engineers today make up only 4% of US employment; even doubling their number would in itself have a modest overall impact on the economy. It seems odd to me that for the sake of so-called global diversity, we fail to provide encouragement and programs to elevate our own minority citizens and break the bons of failing inner-city schools to allow these kids to learn STEM. I think you’d be surprised how well inner city children in Chicago can become engineers and scientists if only provided the will and means by our academic elitists.
Rather, the point is that scientists and engineers contribute disproportionately to the creation of jobs for the other 96% of the nation’s workforce by generating knowledge, by innovating, and by establishing new companies based on that knowledge and innovation. We can overcome the education bubble shortage of US born engineers.
First, the outlook for 2018 and beyond is worse unless we dramatically increase H1B visas. It amazes me how often I hear “we can recruit on our own as so many people looking for work” and Hiring Managers who tell me “HR sends them garbage resumes, but the corporate decision makers have their hands tied.”
If you are in artificial intelligence,aerospace or defense systems, cyber security, industrial manufacturing or robotics, mobile digital media, broadband or mobile network operations, wireless infrastructure or IoT data / devices / networks, you often are required by federal regulations and laws to hire US citizens or green cards due to the security clearance needed. More so, when you need vendor-facing, or customer-facing engineers where the candidates in USA must be able to speak plain understandable English, the education bubble shortage of US born engineers is even greater. Oddly we lead in philosophy, history, sports nutrition, social services, marketing, and law degrees. Some of those are needed but we are woefully declining in science and mathematics (ranked 27 in the world and dropping) as the education bubble shortage of US born engineers increases.
Employee Recognition Program – 3 Reasons Why it Works
A well designed employee recognition program results in higher levels of engagement have proven, repeatedly, higher levels of employee satisfaction, greater increase in productivity, greater company loyalty, higher profits, and better customer satisfaction.
Let’s look at the facts. In 2013, a poll conducted by Gallup found that 87 percent of workers surveyed in countries all over the world were disengaged with their jobs. Only the remaining 13 percent stated that they were satisfied with their jobs and felt deeply engaged with the companies they worked for.
One of the best ways to increase engagement is to make sure that employees feel appreciated and that hard work is suitably rewarded both financially and in some other ways. Having a strategic employee recognition program in place is one of the most effective ways to get results and take advantage of the following three key benefits:
Employee Recognition Program Improves Business Results
It shouldn’t come as any surprise that happy and motivated employees are better equipped to address customer concerns. Staff members need to feel that they have personal stake in selling the brand and its products and services, while also offering impeccable customer support. Around 40 percent of companies that have adopted a peer-to-peer employee recognition program claim to have increased customer satisfaction.
Many senior managers consider them an investment rather than an expense. People want to be rewarded for good work and they’ll be mentally far better equipped to face the monotony of modern corporate culture if they know there’s a good bonus and other rewards waiting for them.
Decreases Employee Turnover Rate
While money is obviously a primary motivator in almost any job, offering a pay raise isn’t the most effective method to hold on to employees. In fact, studies have shown that about half of employees leave within two years after accepting a raise, a statistic that clearly indicates that salaries and job satisfaction don’t always correlate.
Often as important is employee recognition, which has proven to lower turnover rate significantly. Employees who are widely recognized and rewarded for their work are about 30 percent less likely to leave the company.
Other benefits of an employee recognition program include increased happiness and productivity and reduced stress and frustration levels. A lower turnover rate also saves money, since a direct replacement cost up to half the previous employee’s annual salary.
Increase Engagement and Productivity
An employee recognition program is all about clear communication, transparency, and having a solid rewards-driven system in place. Such a strategy leads to greater employee engagement, since it makes members of staff feel like they’re a part of something bigger. An employee who has a personal stake in the direction the company is heading will be genuinely concerned about the day-to-day operations of the business. By contrast, someone who counts themselves in the 87 percent of people who claim to be disengaged with their jobs will be more likely to sleepwalk through each workday while looking forward to nothing more than the paycheck at the end of the month. Additionally, the Gallup survey showed that two-thirds of employees considered praise from managerial staff to be the top motivator.
Final Words on Employee Recognition Program
There are many ways to implement an employee recognition strategy and most of them don’t require a huge investment. Some of the most popular methods include publishing the company’s greatest achievers in email newsletters, using staff meetings as an opportunity to include praise, or preparing regular status reports. However, a more original and engaging employee recognition program might include an achievement- or score-based system complete with rewards and prizes for top workers.
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