Job Interview Course | Tips from a FAANG Recruiter

1. Introduction : Hi there, My name is Christina when and I'm a professional recruiter in a career coach. I've spent my entire career helping my clients land jobs at companies such as Facebook, Amazon, Disney, JP Morgan, Ralph Lauren, and to many other top employers would then places like New York City, Silicon Valley, Los Angeles, Hollywood area, and many other competitive markets. I've gathered tips and tricks that I've learned from years of working directly with hiring managers and helping my clients tackle some of the most challenging and abuse of their lives and put them into this online course. What is going to be different about this course is that I'm not going to tell you cliche things such as be yourself, be confident, be prepared. But I'm going to show you exactly how to do it using templates, worksheets, and brainstorming exercises, there are going to help you to really organize your thoughts and be strategic about how you answer your interview questions. This course is suitable for students of any level. It doesn't matter if you are a recent grad going in for your very first interview or if you're a seasoned professional with dozens of interviews under your belt, you will still get value from taking this course. By the end of this course, you will learn how to effectively tell you a story in the way that is most relevant to the job that you're applying for. You will also learn how to correctly answer some of the most challenging questions, such as behavioral questions that require a lot of brainstorming, as well as some of the tricky questions, such as where do you see yourself in however many years and everyone's favorite, What is your biggest weakness? Most importantly, you won't just learn how to prepare and perform well on your interview, where you will also learn how to follow up after the interview and get the timely feedback. So are you ready to land your dream job? Let's get started. 2. Company Research: So I'm sure you've heard of the saying control, what you can control. Well, easier said than done when it comes to job interviews, there are countless of things you cannot control. You cannot control who is going to be interviewing you. You cannot control what kind of mood they're going to be in that day. And you can't control how many other amazing candidates they are going to meet with. However we can control is how well you prepare for the interview and how well you show up on the interview. So you've got to introduce scheduled. What now? The first step is going to be doing your research. In research can be broken down into two sections. The first one is doing research on the company, and second is doing research on the particular job or a particular hiring manager. All right, step one, company research. You wouldn't believe how many people fail the interviews just because they don't do enough research on the company. Hiring and training people takes a lot of time and resources, which is why most hiring managers always wanted to hire people that they know are going to stay with the company long-term and they know are going to be committed, showing that you have done a thorough research on the company and no more than just surface level information. Well, show them that you are indeed committed to this opportunity. So let's go over a few resources that you can use to do accompany research. I haven't included that company research checklists and the section which you can use to make sure you're not missing anything. So the very first resource is obviously going to be the company's website. A company's website is where you can find out more about what the company does, what kind of industry they belong to. You can find out more about the products and services as well as the mission and vision. You can also find out more about the geographical footprints, such as where they are located. One thing that I noticed people tend to overlook doing more research on the company's competitors. Specifically, you want to know who are the company's competitors and what kind of advantage to the half over the competition. Now that you've gathered all of the basic information about the company, I recommend checking out Google News and see what the company has been up to. Reading these articles is going to help you to find out if company is currently launching into new products or services. Maybe they are going through an expansion, merger and acquisition, or maybe they are even suffering from some bad press. Showing that you've been reading the news and know what the company's been up to is going to impress a lot of hiring managers. All right, Now that we know what the company does and what they've been up to. Let's dive a little bit deeper. Let's learn more about the culture of the company. And the best way to do it is to find out what the employees say about them. The most well-known website for employer reviews is Glassdoor. Hell you need to do is go to glassdoor, type in the name of the company. If it is a larger company is see if you can select the exact location of where you going to be interviewing and see what employees in that location say about the company. That's where you can learn a little bit more about things like the work-life balance, the overall culture, the room for advancement, or even some of the negative reviews as well. Having a good understanding of the company culture and the environment is going to really help you to, first of all, make a decision whether it's the right place for you or not. But also to show to hiring managers that you are very serious about this company, especially if you diving that deep. So the next useful resource is going to be Linkedin. So this is not going to be applicable to every single company, but I noticed some of the larger company. Do you like to fill out the live section? That's where companies tend to share more about the internal culture, maybe some of the initiatives that they do to improve experience. That's also where employees share what they like about the company. Again, not every company is going to have that, but I noticed that companies that care the most about the employees tend to take this section pretty seriously. And last but not least, is going to be researching the actual employees of the company. And for this one, we are also going to be using LinkedIn. You can easily look up current employees of the company through the LinkedIn page, looking at Cronin employees is going to really help you to get an understanding of things like diversity in the company where most of the employees located, what kind of schools they went to, the background. A lot of other useful information there is going to help you to understand the company a little bit more. Okay, Nice job. You've completed the company research portion. Now, let's do a little bit more research on the hiring manager. Again, this might not be applicable to every single situation, but most of the time once you pass the initial phone screen with a recruiter or whoever is the first-person that you spoke to. That's when you tend to connect with the hiring manager. Most of the time you will have the first and the last name of whoever you are interviewing with. And all you need to do is look them up on LinkedIn. The main purpose of doing this is to find out where the UN, the hiring manager have something in common, see if he'll work for the same company in the past, maybe you went to the same school. Maybe, you know somebody that they also know. All of that information can be found on the LinkedIn profile. That way when you finally get to the interview, you can say, Oh wow, what a coincidence we have this or that uncommon. Having something in common tends to make the initial conversation a lot warmer, which is why you want to do that research on the hiring manager. 3. Telling your story : All right, Now that you've completed the research portion of this course, let's move on to the main part, which has preparing for the actual interview questions. So when it comes to interview questions, I like to break them down into three different categories. They get to know you questions, behavioral questions, and tricky questions. In this section, we are going to be going over the get to know you questions which tend to come up during the initial stages of the interview process. And those are the questions that help interviewers to really learn more about your story, as well as the skills that you bring to the table. In this section, we're going to be doing a quick exercise. So let's go ahead and download the three threes. Interview preparation at template, which you can find in the section resources. All right, so now that you have the template in front of you, let me briefly explain how we're going to use it and why it's going to be helpful to start. I went to share some insider information about what hiring managers really want to hear from you during your initial interview. So regardless of how they phrase order or ask these questions, this is what hiring managers want to gather out of the first conversation with you. They want to know why are you interested in the role or the company. They want to know why you are qualified for the job. And they want to hear some really good questions from you. If you don't believe me, loves to do this exercise and I'm going to do a quick demo for you at the end, which will show how this method really works. So let's start with filling out why you are interested in this opportunity. Don't forget hiring managers want to hire people who are going to stay with the company long-term. So explaining why you interested helps him to assess your level of commitment. To fill out this section, you can go back to the research part of this course, look over information. Are you able to find and pick the areas that interest you the most? It could be that you're very interested in the industry that this company belongs to, or that you resonate well with the mission, products or services. Maybe you impressed with what you've recently read in the news about the company? So whatever it is, Let's write at least three examples under the section. Once you have done, Let's talk about why you qualify for this role. This is probably going to be the most important part of the whole interview. This is where you want to pull out the job description of the role and, and think about the skills and experiences that make you the right person for the job. Most job descriptions have a qualification section. Sometimes it's also called the must haves your background or acquired skills MOOC under each bullet point in that section to see which of those skills you have and then write out those full sentences explaining those skills in where you've used them in your past jobs. Just as with the previous section of this template, you want to have at least three bullet points. But if you really want to stand out, our recommend having as many as possible. After you're done filling out those sections, Let's talk about why this is going to be useful. So one thing that you will notice is that the answers that you wrote down will be great answers to potentially any interview questions that will come up in your initial conversation. So let's do a quick demo. So let's say that your answer to why you interested was, I am interested in your company because of your innovative products and services to solve user problems. This could be a great answer to OBC, why you're interested in the role. But it could also be a great answer to what brought you to us. Why us and not other companies? And what are you looking for in your next role? Same with why are you qualified? Let's say you answer is, I have hands-on project management experience. I work in both Agile and Waterfall environments. I also bring five plus years experience managing domestic and international teams. This is a great answer to tell me more about your recent role. Do you have direct project management experience? Are you familiar with Agile and Waterfall? What kind of skills do you bring to the table? So see what I'm trying to show you by filling out this template, you'll pretty much creating a cheat sheet which you can use to answer most of the interview questions that will come up. This is also a great method to help you organize your thoughts. Because Has it ever happened to you when you get out of the interview and you suddenly think, oh man, now I can think of all these amazing things that I totally should have mentioned on this interview. But I totally forgot. This template is designed to specifically eliminate that problem. Because what are you going to be doing is that you're going to be brainstorming a lot of things in advance in thinking strategically about what you want to mention on this interview. This template is also designed to save you time and make sure that you are not leaving out any important information. Especially if you are a more established professional and you have 10 plus years experience in the field. You're not going to be talking about every single thing that you have done over the past ten years. You are going to only highlight the things that are directly relevant to the role, which is something that takes a lot of brainstorming and advance. So this is why this template is going to help you to make sure you're not leaving anything out and are effectively telling you a story. 4. How to ask the right questions: All right, so now let's talk about questions. So I'm talking about the questions that you are going to be asking the interviewer. Let me share a quick insight with you as somebody who interviews people for living. Some of the most awkward interviews that I've been on were the ones where we go all the way until the very end. And then I asked the person, do you have any questions for me? And they just go, No, trust me, you never want to be the person who doesn't have any questions at the end of the interview. I keep repeating over and over again, hiring managers want to hire people who are very interested in the company and not having any questions can be perceived as a red flag. So having high-quality questions that can help interviewers assess your interests level. The main two tips I have for you when it comes to questions as to number 1, make sure that you are always preparing as many questions as possible. Because realistically, a lot of your questions are going to get answered during the interview. And number two is that you want to be strategic about how you structure your questions. So here's how I recommend you structure your questions. Starting from a small picture and slowly expanding into a larger picture. Or you want to start with what I call technical questions. So those are the nitty-gritty day-to-day questions such as, tell me more about the day-to-day responsibilities. What kind of software do you use? What is the structure of the team? Or in other words, anything that is going to help you paint the overall picture of the opportunity. Once you're done with those questions, that's when you want to expand more into what I call cultural questions. So those would be straight up. Tell me more about the culture of the company or how do you measure performance or how do you celebrate each other's wins? And then there's one other question under the culture question category that I always recommend you ask on your interview. And the reason why is because there is a psychological trick behind it. So that will be question number 2 under the cultural category, which is, what are you looking for in an ideal candidate for this role? Well, that could also be, what are some of the most important things for this role? The reason why this is a really good question is because you will notice that when you ask that question, the interviewers will start subconsciously connecting the answers back to you. For example, what are you looking for an ideal candidate for this project manager position? The end of your role say, well, we're looking for somebody who has at least five years of hands-on project management experience and can work with both domestic and international teams. And that will click in the mind that you just spend most of your interview telling them exactly about how you had all of that hands-on experience in how you have pretty much done exactly what they are looking for. Or they can also say, we are looking for somebody who very committed to the mission of this company and who really lives by our guiding principles or something like that. It will click and they had, you just spend all this time explaining why you are so interested in this company and why you so committed to the mission of the company. See what I'm trying to say. Pretty much what you're doing is that you are subconsciously making the interviewer say out loud that you are the perfect candidate for this position without you even having to tell them that. So definitely recommend trying out this question from my experience at works pretty much every single time. So try it out and let me know how it goes. So now that you've done with both technical and cultural questions, that's when it's appropriate to move on to what I call the timeline questions. So that will be the typical one. Are you looking to make a decision? When can I hear from you? How soon are you looking to fill this role? So any kind of a follow-up final questions. So the reason why I recommend structuring questions this way is because you will notice that your conversation will flow a little bit better. You don't want to start with some very deep questions such as describe to me your management style or the leadership principles that you believe in because the interviewer will goal in those big tangent and start explaining all of these things that they believe in and they philosophy and how they, and they outlook on what is the right management style. And then suddenly go back to see what kind of software do you guys use? Because then there'll be a very awkward transitions. So that's why you want to structure your questions that way. This is highly recommended but obviously not required pen. Yeah, this pretty much explains this template. I would probably consider this the most useful resource in this entire course. So definitely spend some time brainstorming and writing down of some of the top answers to each question category. And trust me, it will pay off on your actual interview. 5. Behavioral questions: So now that we've gotten through the getting-to-know-you types of questions. Let's talk about the next category of questions which has behavioral questions. Pretty much every single client that I worked with, let me know that behavioral or situational questions are some of the top things that they struggle with the most during the interview process. So what are behavioral or situational questions? Those are the questions that sounds something like tell me about the time when you had to deal with a difficult situation or tell me about the project that involved a lot of collaboration with other people, would describe to me a time when you had to face a difficult co-worker or client? Pretty much. Those are the questions that elicit and answer. That sounds like a story. So why do hiring managers like to ask those questions? The reason why is because realistically, nobody knows how a candidate is going to perform on the job until they actually get hired. And Ashley working in the job behavioral questions help hiring managers to learn more about how you deal with certain situations, which is generally more about your experience facing those types of situations. Okay? So how do you answer behavioral questions? So there are few things that you want to do. Tip number one, describe a specific situation that actually happened in your past experience and not a hypothetical scenario. The second tip is to use the star method, which is probably the most well-known methods for answering behavioral questions. So star stands for situation, task, action, and result. If you want to learn a little bit more about the star method, you can find a PDF file in this section that describes this method in more detail. But for the sake of this exercise, let's briefly go through what S-T-A-R mean. So as for the situation, means that you want to start to answer with this situation or specific project or specific occasion that actually happened to you in the past. T stands for task. Describe the task that you had to accomplish or the problem that you needed to solve. A stands for Action. Tell your interviewer a little bit more about what are some of the actions that you took to solve the problem or to finish the task. And then R stands for results, which is actually the part that people really tend to forget. And the reason why it's so important is that you don't just want to tell you in a viewer what you did or what happened, but you also want to describe to them what was the result action that you took. What are some of the things that you are able to solve? What did you improve? So now let's put all of this information into an example. So let's say the interviewer asks you the question, tell me about the time when you were able to improve your team's productivity. What do hiring managers want to know when they ask you that question? They want to assess your problem-solving skills, you'll creativity and the contributions that you make to your previous team. So here would be the incorrect way of answering this question. Well, if I were to improve my team's productivity, I would identify some of the problems. I would. Try and figure out a solution or without even finishing this answer, you can already tell that it's not a very strong answer because you are describing a hypothetical situation or to put in simple terms, you starting you answer with I would. Again, you want a specific situation that actually happened in the past? Now let's answer this question following the star method. When I was working at an XYZ company, I noticed that my team was taking a very long time to finish basic projects. That's when I decided to figure out what was causing those delays. And in doing my research, I found out that the reason why was because a lot of my team members didn't know where their coworkers were standing with a portion of the project and weren't very efficient about communicating that gas. To doing more research, I convinced our leadership to invest in a better project management software that let my team members to upload the progress in real time. As a result of implementing that software, we were able to cut our project completion time in half. Can you see the difference between these two answers while you said and glue provided an answer in both situations. The second answer is really helping the hiring manager to understand your problem solving skills, some of your previous experience and your contribution to the team, which are the things that they wanted to know in the first place. Let's work on one more example. Tell me about the time when you had to work on multiple projects on a tight deadline. What do hiring managers want to know? They want to know more about your time management skills, your organization skills, in your ability to multitask. So here's a wrong answer. When I'm tasked with multiple things, I like to make checklists and figure out the priority and color code, my calendar. Again, you already know it's not a good answer because it's a hypothetical situation. Here's the right answer. When I was working at an XYZ company, one time my manager called me a last minute and ask me to help on an additional a project. At that point, I already had multiple projects that I was working on in only had one week to complete everything. So what I did was that I wrote down all of the projects that I had to work on in broke them down into little action items. I blocked off some time on my calendar every day to work on each of those projects. And as a result, was able to complete all of those projects on time without jeopardizing the quality of my deliverables. So I hope these examples give you a good idea of how to answer behavioral questions. To be honest, the biggest challenge of answering behavioral questions is coming up with good examples on the spot, which usually happens while you're in the interview. The best strategy to prepare self or behavioral questions would be to come up with answers to some of them very common behavioral questions, which I haven't included those common behavioral questions in this section. So you can check those out. Or another really great way would be to guess some of the common behavioral questions that would be applicable to your industry or to your field. For example, if you work in a customer-facing roles, some of the common behavioral questions would be something along the lines of tell me about the time when you had to work with a difficult customer would tell me about the time when you had to persuade somebody or describe to me a project that involved working with multiple clients. Or if you work in more of an operational field, it would be something along the lines of tell me about the time when you improve your team's productivity, would tell me about the time when you were able to improve a specific process and so on and so forth. Again, you can find a worksheet in this section that goes over some of the common behavioral questions. And you can practice by writing down some of the examples. So, you know, might come up on your interview and that would be the key to tackling those questions. 6. "Tricky" Questions : All right, We covered that gets to know you questions and the behavioral questions. Now, let's talk about the last category of questions in this course, which will be the tricky questions. So the truth is that there are a lot of different types of questions that each of us can find tricky. But in this section we will go over the top three questions that people tend to struggle with the mouse. So those would be, what is your biggest weakness? Where do you see yourself in whatever number of years and why did you leave your previous job or why are you looking to leave your current job? So let's start with what is your biggest weakness? I know everyone's favorite. Every time I personally got asked this question on a job interview, I would always joke around saying, ha, this is a tricky question because I want to be honest, but I also want this job. So why do hiring managers ask this question? The first place, there are usually two reasons. The first is because they want to make sure that whatever your weakness is, it's going to survive in this environment or the job that you're interviewing for. And the second one is because they want to make sure that they know where they can support you if you do end up getting this job. So your strategy when answering this question is that you want to be honest, but obviously you don't want to be too honest to the point when it's going to disqualify you from the job, all you need to do is to use common sense in this situation. So for example, if you're interviewing for a job that you know requires high attention to detail or ability to multitask or something that requires being very organized, such as operations or administrative support. You don't want to tell you interviewer that you biggest weaknesses, that you are not good at multitasking, or that you tend to overlook little details that will obviously automatically disqualify you from the job. Same thing as if you are interviewing for a role that requires working directly with clients, you don't want to say that your biggest weakness is public speaking or that you don't like talking to people. Another thing you don't want to do, those cliche or overuse the answers such as, I am a perfectionist or I care too much. First of all, we all know that those are not really weaknesses. And seconds since so many people use them, it's not really going to make you stand out among all the other candidates. So the best thing you want to do is to present them with weaknesses that you have either overcome or currently overcoming. So let's just say if your biggest weakness is that who you are not very focused or you struggle with focusing. What do you want to say is my biggest weakness is that I tend to get distracted, but I've been working really hard to overcome communists weakness by blocking my calendar or putting together a checklist, or getting better with my time management. Or let's say if your biggest weakness is really being a perfectionist, what you wanna do is to rephrase this answer a little bit and say something along the lines of my biggest weakness is that I tend to get stuck on little details and spend too much time on little details to the point where I often run out of time to finish the rest of my project. But what I've started doing recently is setting a timer for myself and committing to only spending so much time on a little detail before I move on to the rest of the project and make sure that I still hit the deadline. But what do you doing is that you are shifting your interviewers attention from the actual weakness in helping them to focus more on how you've been able to overcome it, which will help them to focus more on the solution rather than the problem. Alright, so let's the next question which is, where do you see yourself in five or ten years or however many years? So why do hiring managers ask this question? Like I mentioned, most of the hiring managers are trying to find the long-term fit. So they want to make sure that whatever your interests and aspirations are, they do align with what this job has to offer in a future. Pi once had a client who was interviewing for a sales job. But when was asked this question, she said that her goal is to become a judge one day. Obviously, she didn't get the job because you become a judge by getting into a sales job. So that's when they knew that she wasn't right fit for them and they weren't the right fit for her. To do is to again, use common sense and think about where you want to be in the future in a few years and give them an answer that will make sense for this job. So for example, if you are interviewing for a sales job, tell them that one of your main goals is to become one of the top producers in a recheck or to be leading a sales team or something that again, it will make sense for the position. And then the last tricky question that we're going to discuss is why did you leave your previous employment or why you looking to leave your current position? The reason why recruiters and hiring managers ask this question is because they want to understand your motivation or even the pain that is causing you to want to leave your current job. And they also want to make sure that, again, whatever it is you're looking for in your next job aligns with this opportunity. Or if you did have some painters, Harlem's old job, they are not going to repeat again in this job. So the biggest rule of thumb when it comes to these questions that you'd never want to bad mouth your current or previous employer regardless of what happened. It just never looks good on you to talk negatively about somebody. So what you want to do is to always, There's something nice about your previous employer first and then present the actual problem in the most strategic way. So for example, if you are leaving your current opportunity because you just don't feel like there's room for advancement present to answer in the following way. I really enjoyed my time at XYZ company. I feel like I really learned a lot in built some great relationships. But I'm currently looking for a little bit more room for growth. And there's just simply not enough room for advancement in my current company. Or let us say you are leaving your current company because of the toxic culture or just because your boss doesn't respect your work-life balance. So it doesn't have boundaries or something along the lines of the actual company culture. What he wanted to say is to be transparent. But instead of saying my boss doesn't respect me or that I work too much with it. I don't like my co-workers. You can say that I'm just simply looking to work in an environment with more work-life balance and a more collaborative team. So pretty much the main rule of thumbs for this one is that you never want to bad mouth who employer. And then second, that instead of focusing old and negatives of your previous companies focus on all of the positives that this opportunity main brain and presented as a motivation for you to leave your current job and move on to the next one. 7. The day of your interview: All right. You made it. It's finally the day of the interview. So regardless of whether you're having an on-site interview or a virtual interview, you want to keep the following things in mind. The way you want to do it is to make sure you're logging into the meeting 2215 minutes before you actually interview to make sure that everything is working. Obviously, if you are doing a phone interview, just make sure your phone is fully charged and that you are in a quiet room with no distractions, flood your family or whoever you are living with, know that you are going to be in an interview so that they don't accidentally walk into the room during the interview or don't distract you. If you're having an on-site interview, you want to make sure that you're getting there early to ensure that you have enough time to find a parking spot if you were driving or to make sure that there are no delays in public transportation if you are not driving. So here's another thing that you want to keep in mind that a lot of people tend to forget about when you are entering the company's premises. You are pretty much already starting to make a first impression as soon as you walk in. So whether you're running into the security guard or receptionist, you want to be polite and charming because believe it or not, but they might also play a role in the decision-making process. So treat everybody with respect. Once you finally meet you interviewers just make you are making good impression. Start by greeting everyone. Make sure you also take notes, writing down everyone's names so you can send a thank you note later. You can also start the conversation with a small talk just to warm it up a little bit. We all know small talks can be about anything, whether we can plans COVID-19, anything that will warm up the conversation and break the ice will be a great choice in terms of your body language. Definitely make sure that you are sitting up straight. You're not crossing your arms. U naught being too casual the night before or the morning of the interview, you definitely want to make sure that you have an outfit picked out for you interview. So here's the popular misconception that you need to wear to your interview or just full-on business professional. But reality is, is that nowadays a lot of companies do business casual or casual dress codes. So make sure that you are dressed appropriately for the company that you're interviewing for it. Because if you are interviewing for places like tech or entertainment where people tend to address Hooper casually and you show up in a full-on suit, that might just make you look weird. So do your research, ask your recruiter or whoever set you up for the interview, what would be an appropriate outfit to wear to you interview. 8. During your interview : So once the interview actually starts in UV ask interview question and definitely don't be nervous. I know it's easier said than done. But don't forget that you spent a lot of time preparing for this interview. So you have all the answers, you have the strategy. So there's no reason why you should be not risk when you're answering your questions. Always make sure that you are double-checking to make sure that you understood the question correctly and that you are giving the answer they're looking for when you're not sure if you providing enough information or you encountering an awkward pause, it's always okay to ask the interviewer, does this answer question or do you need me to clarify anything? Make sure you always wrap up the interview with some really good questions like we discussed. And then thank all the interviewers for the time. 9. Follow up : Congratulations, you have finished your interview. That interview that you worked so hard for and spend so much time preparing for. Do you patiently wait for them or do do something to leave one final good impression? I think you know the answer where I was going with that is that you want to make sure that you always sending a thank you note after the interview and you want to do that regardless of how the interview went. Because from my experience as a recruiter or a thank you note, sometimes can make a big difference someone's decision. In fact, a lot of hiring managers can literally tell for me. Thank you. Note how excited you are about this opportunity when writing your thank you note, make sure they're it's thoughtful and goes beyond of just thank you for your time looking forward to hearing from you, You want to mention are the things that excite you about the opportunity and a good way to do it would be to refer to things that you spoke about during the interview and then highlight the skills and the qualifications and make you a great candidate for this position. And let them know that you are very excited about the possibility of joining the team. If you need more help with your thank you note, you can actually find a thank you note template in this section. Go ahead and download it and hopefully it will help you. So when it comes to following up, a good rule of thumb is to wait about five business days and then a follow-up with them from there. If you need a follow-up e-mail template, you can also find it in this section. Now let's obviously hope that you did really well in this interview and you got the job or got moved to the next stage. However, if you didn't get the job for whatever reason, it makes sure that you are still thinking your recruiter or the hiring managers for the time and for the opportunity to interview for the job. The reason why is because you always want to leave a good impression regardless of the outcome of your interview because you never know what's going to happen in the future? No, right now doesn't mean a no forever in it doesn't mean that you can't be considered for a different role within the same company. So make sure you are always leaving any conversation on good terms. And that is it. That's the end of a course. I really hope you found this course helpful. And hopefully you can use a lot of the techniques and strategies that we discuss in this course for all of your future interviews, don't forget to check out my other courses. I make a lot of content about career advice and similar topics. So yeah, Have a good one. Bye.