Talentful Blog

Words from Us

  • Interviews

    How To Follow Up After An Interview

    Our very own Sadiye Booker has written down some words, tips and tricks about, well, what the headline says. Have a read and best of luck if you're going through interviews at the moment!

    How To Follow Up After An Interview

    So you’ve gone through numerous stages to get to the final interview, you’re feeling pretty confident and you’ve got a good idea of the role, company, team etc. You’re interested.

    However, it’s been 3 days and you still have no feedback. Are they not interested? Why won’t they hire me? Are they just busy? Should I chase?

    Awaiting Feedback

    What should you do in this case? Let’s be honest, there is a huge difference between coming across interested in a role and looking desperate… Annoying the recruiter won’t help, whether they are agency or in-house.

    Next Steps

    Let’s assume you’ve been told by the person responsible for sourcing this role that this is a final stage and next steps will be an offer, of course if successful. At the end of your interview, a crucial question is “What happens next?”

    Firstly, this makes you seem genuinely interested in the role, but more importantly, it will give you some idea of how the process works. For example, you don’t want to chase them after 24 hours, if you’ve been told a decision won’t be made for the next week.

    However, if you are expecting a call after 48 hours and it’s been 4 days, you are well within your rights to ask for an update. If you have no idea of timescales, you will probably feel on edge waiting around.

    Follow Up

    After an interview, I would always advise it’s a good idea to send the interviewer(s) a quick email or LinkedIn message to say thanks for their time. Connect with them on LinkedIn if you haven’t already.

    It’s polite, makes you seem interested and shows good people skills that you have taken a few minutes out of your day to thank them. Sounds simple, but it’s surprising how often it doesn’t happen.

    You can also do this to your advantage, by outlining the reasons why you would be suitable for the role and a good cultural fit to the organisation etc.

    If you managed to pick up on something that you had in common with them in the interview, then certainly mention it.

    To give you an idea, I’ve drafted a quick example:

    Hi Lottie,

    Thank you for taking the time to meet with me earlier.

    It was great to find out more about Fruitly inc. and as a former nutritionist, it was particularly exciting to hear about the launch of the new healthy range!

    (It was also great to meet someone who loves Yoga as much as I do!)

    Please let me know if there’s anything you need from me, otherwise, I look forward to hearing from you. 

    Kind Regards,


    You’ve got nothing to lose, nothing negative will come from you sharing a positive reflection of the interview. Remember to keep it short and sweet, they know everything they need to know from the interview.

    *TIP* – If you didn’t manage to ask your interviewer about the process, during the interview (“When can I expect to hear from you?”) then now is the time to

    do so!


    If you don’t hear any feedback within the timescales they discussed with you, then you should chase. Remember, as I said there is a huge difference between coming across interested in a role and looking desperate… So know when to call it a day.

    Calling them repeatedly and leaving numerous voicemails, won’t go down well. At this point, I’d advise to keep things short and sweet again. Example below:

    Hi Lottie,

    I hope you are well.

    It’s been a few days since I interviewed for the Marketing Manager role at Fruitly inc. so I just wanted to check whether there are any updates at all, as I remember you mentioning that Thursday was the deadline.

    Kind Regards,


    There could be a number of reasons why the feedback is taking a while, so don’t get frustrated. Just wait and see what they have to say.

    Be Responsive

    Always respond to feedback, whether it’s good or bad. Don’t burn bridges and remember the way you act will affect your reputation, so always remain positive.

    There are two ways of looking at this. Firstly, if they make an offer, great news! However, make sure you know everything there is to know, you have all your questions answered and you are happy with the final offer before accepting.

    On the other hand, if you are rejected, there is, of course, a professional way of dealing with this.

    It’s important to stay calm and remember you might not know the exact circumstances. If nothing else, think; if the successful candidate declines the offer, you may be second in line.

    Sometimes, the organisation may inform you that you have been unsuccessful, but they may not tell you why. If not, ask for those reasons as it will help you improve for future opportunities.

    If the feedback is negative, here is an example of how you can respond:

    Hi Lottie,

    Thank you for your email.

    I appreciate your feedback, it’s a shame it didn’t work out on this occasion. However, this will give me the opportunity to improve upon my interview skills in the future.

    I would still love the opportunity to work for a company like Fruitly inc. in the future and I appreciate you taking the time to consider my profile in the first place.

    Best of luck in the future.

    Kind Regards,


    Leaving things on a good note will really help you to keep a professional reputation and help maintain the relationship.

    It’s important to keep things friendly and think long-term, as perhaps there is a position in the future you might be considered for.

    Want to see more like this? Check Sadiyes' blog out here https://sadiyebooker.com/

  • Recruitment blog

    Recruitment ethics don’t have to be a joke

    There’s an old one-liner that says the closest most recruitment consultants get to ethics is when they’re approaching the Dartford Tunnel from Kent. Like most well-worn gags, it gets a laugh down the pub on a Friday night because there’s an element of truth in it. The classic image of the sharp-suited recruiter with gel in his hair and £50-notes in his eyes as he assesses the latest unfortunate candidate to hove into his view, is one the industry has brought upon itself.

    Like all sectors, recruitment has many hard-working, decent professionals whose reputation is spoiled by a few bad apples. But the good guys have a more fundamental issue that is damaging how they are perceived: the commission-based model of their industry. This leads to a “sell, sell, sell” culture where no thought is given to the match between the business and the potential recruit.

    Agencies incentivise their employees with money, holiday and overly excessive sparkly gifts. Who wouldn't be incentivised when promised these things? Our issue isn't with the use of incentives. It’s with the use of incentives leading to inadequate talent sourcing.

    A role that requires an in-depth search for specific talent is undesirable as targets slip further away and commissions fall. Commission-driven recruiters shift towards sourcing easier assignments with a much greater chance of quick success. Difficult roles are then left to rot without the attention they need. This is the lack of commitment that gives the industry an unethical face, reflecting poorly on all parties involved.

    Most recruitment agencies in candidate-short markets are really placing candidates, rather than filling the roles they have been instructed on. They will find a great person, interview them and then send to twenty-odd companies. If the candidate is strong, they will definitely make a placement and therefore their commission cheque.

    And that’s why we at Talentful are disrupting the industry and revolutionising recruitment.

    We believe any good relationship requires commitment. That is why we work on a retained fee model rather than commission.

    When clients work with us, commitment is made from the outset with a detailed proposition and a guarantee that the necessary time and effort will go into the search. After all, we are asking for a financial commitment up front. Once a partnership has been made, we are fully committed to finding the right people for the position, and we keep going until the role is filled. There’s no ‘we said’ ‘they said’, it’s a relationship that has a mutual end-goal: to find the best person for the job.

    As we have a greater commitment from the client, our risk profile is improved and therefore we can pass a larger saving on to the client. We think it’s only fair. Other recruitment companies may have seen an opportunity to make higher profit margins, whereas we see traditional recruitment agency fees as excessive.

    The pride taken at this stage will ensure that this message is echoed throughout the candidate’s experience. Talentful’s average time from briefing to placement is 28 days. Without the commitment and ability to fully collaborate with our clients, this would not be the case.

    We don’t just say yes to collaborating with any business – that’s for another blog – we only work with clients who are ready to commit and hire more efficiently. We never compete against other third-party recruiters.

    We’re deadly serious about changing the face of recruitment – and bringing an end to those ethics jokes.