Dear Experts, A few months back I applied for my dream position. I managed to get through several rounds of interviews and was told I was 1 of 2 final candidates. A week later they called to tell me the position was being "reconsidered" and they were not going to hire for it. I was disappointed but exchanged pleasant e-mails with the recruiter who was very nice and said he'd keep me in mind for future positions (and did!). Just last week I noticed my dream job was posted on their job board again, so I sent over an e-mail to the recruiter I had been in touch with to ask if this was the same position and that I was interested in applying. I also applied again through their website in case that recruiter no longer works there. I have not heard anything back from anyone. The recruiter had been very responsive in the past so now I'm concerned. How do I follow-up further without seeming desperate and pushy? Here is how our T.A.P. experts answered this question: Q#348 I agree with Jac. Make the call and move on. There are other opportunities. (@JoshuaWaldman) Q#348 Follow up w. recrtr.with nice note explaining u saw posting again & remain intrstd. in pursuing offer options 2 meet. (@DebraWheatman) Q#348 [2/2] U don't know all convo's around why hiring decision was delayed/why u weren't hired. Keep moving. (@ValueIntoWords) Q#348 [1/2] Place a quick, polite, inquiring phone call to recruiter, but then 'move on' to other job opportunities. (@ValueIntoWords) Q#348 Follow up on job apps without seeming pushy? Be professional & brief. Don't contact more than 1X/week. (@jtodonnell) Q#348 Follow up with a phone call and ask to come in and speak in person. Desperation will only come through if you let it. (@gradversity) Q#348 They’ve obviously opted not 2 go w/ anyone interviewed. U must find the right place 4 u. Let it go, next #interview. (@resumeservice) Q#348 Said it before, but do U really want to work for a company that treats candidates like that? I wouldn't! (@beneubanks) Q#348 You can say "I get that I didnt get job, yet love co, wd value ur feedback" as way 2 build relationship. (@juliaerickson) Our Twitter Advice Project (T.A.P.) is no longer an active campaign. To find an answer to the above question, please use the "Search" box in the right-hand column of this website.
Organizations are continually faced with potential emergencies (such as a power outage, fire, and pandemic) and natural disasters (such as earthquakes, hurricanes, tornadoes, and wildfires). Your organization probably has a comprehensive, documented (and tested) business continuity plan and IT disaster recovery plan. But does your organization have the third key component...an employee emergency preparedness plan?
How prepared are employees at home in the event of an emergency or natural disaster? When disaster strikes, employees will want to ensure their own families are safe before coming into the office. What happens when you’re faced with a disaster, and multiple mission-critical employees aren’t able to come in right away because they have to take care of their families first?
4 Things To Know About Building An Emergency Preparedness Plan
Your employees' priority is their family—make sure they’re ready!
I’ve worked at organizations where there wasn’t an employee emergency preparedness plan, so many employees weren’t prepared in advance. We were able to muscle through the situation, but it wasn’t as efficient as it could have been. When employees are confident that their families are safe and homes are secure, they can get to the office without a long delay. Organizations can provide some basic but critical information to empower employees so that when a disaster occurs they are more prepared.
The four basic items are:
1. There are numerous resources (including some in different languages) on the Federal Emergency Management Agency (FEMA) website and the Ready website.
- TIP #1 - Download soft copies of the FEMA and Ready resources and upload them onto your intranet on a specific "emergency preparedness" site. Or hard copies of the resources can be ordered and shipped (free of charge) from FEMA and then distributed to employees.
2. Encourage employees to make a plan. There is a wealth of information on the Ready website. This includes specific information for children, seniors, and pets, as well as a communication plan.
3. Encourage employees to build a basic disaster supply kit. They can customize the kit to meet their family’s unique needs. There is a great emergency supply list for a basic kit on the Ready website. Water and food (for at least 72 hours) are essential.
- TIP #2 - If you don’t want to buy the other suggested items all at once, you can buy them when they’re on sale.
- TIP #3 - Include cash and keep bills ≤ $20 in case they can’t provide change.
4. Various organizations sell emergency preparedness kits and items on their websites (e.g. The American Red Cross). September is National Preparedness Month so have an organization-wide campaign or event.
- TIP #4 - Have the organization purchase and give away a few backpacks in an employee drawing.
Know which natural disasters your region of the country is susceptible to, and help employees become better prepared before, during, and after a natural disaster. The more knowledge and information employees have to be prepared to ensure their own families are safe, the more likely the organization will ultimately be prepared to quickly recover when the next emergency or disaster occurs!
For more info on how to prepare your employees for an emergency/natural disaster, follow me on LinkedIn!