It’s pretty common practice to send a note after an interview. You want to show respect for the time that the hiring manager invested as well as demonstrate that you are professional and thoughtful.
But what happens when you are moving through the interview process and other people are involved?
Perhaps an internal talent acquisition person set up the meeting with the hiring manager. Perhaps you are working with a head hunter who coordinated everything.
Thanking them is important but what’s really important is to get back to that person after the interview to let them know how it went from your point of view.
First of all, it confirms that the meeting took place. Often, interviews are set up days ahead and the person doing the coordination is not in daily contact with either party. When they get an email or a voice mail saying every worked out and it was a great meeting, that will definitely be a positive thing.
The second important thing is that it provides an opportunity to reinforce why you are a good fit for the role. You can briefly outline what you learned from the hiring manager and how well it aligns with your skills/experience/objectives.
When that debrief conversation with the hiring manager happens, your advocate is fully prepared to share your positive thoughts and armed with specifics about the conversation. They are ideally positioned to reinforce your strengths.
This also helps them be prepared to bring up any concerns that surfaced in the interview. For example, if the hiring manager asked you about a skill or activity that you did not know what required or how you feel about moving to Moscow, you can let the coordinator know.
In the hiring process, the more people aligned around the cause, the better. Keep communicating and keep everyone in the loop. It will pay off in the end.
Recruiter's Couch 