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Post-Interview Temptations

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Post-Interview Temptations </h1>
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Amira Soliman, PHR</h1>
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HR Generalist at Community Healthcare Network</h3>
 
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Act to be done after “post-interview”<o:p></o:p></div>
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Write a “Thank You” letter<o:p></o:p></div>
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This is a very important step after your interview. Not only are you thanking the employer for their time and the opportunity, but you’re also:<o:p></o:p></div>
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(a) Taking the opportunity to once again remind them of your strengths, skills and what you bring to the table<o:p></o:p></div>
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(b) Bringing up anything relevant to the position or organization that you may have forgotten to speak about during the interview<o:p></o:p></div>
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This is the perfect opportunity for you to follow up, and allow for them to be reminded of your candidacy. It is advisable to send one within 24 hours of your interview.<o:p></o:p></div>
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Employers interview process<o:p></o:p></div>
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Usually, employers let the interviewees know that they may be interviewing other candidates, and explain what the next step of the interview process entails. If the employer said that they will let you know within the next week, then do not reach out to them beforehand with the intention of asking for the status of your candidacy. However, if the employer did not say anything at all, perhaps this would be a good question to keep in mind when you go on your next interview. Remember – it’s not only them who are permitted to do all the questioning, but you should be asking questions, too!<o:p></o:p></div>
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When did you interview?<o:p></o:p></div>
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Was it yesterday? Three days ago? Last week? Last month?<o:p></o:p></div>
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The date of your interview makes a difference in determining when an appropriate time would be to reach out to them. General rule is at least two weeks to pass before making a move. Now, I’m sure many can agree that if they wanted to hire you, they would act on it quick! After all, who wants to lose a stellar candidate? However, you must keep in mind that there may be a lot going on in the organization far beyond the need for a candidate to fill that particular role. </div>
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Depending on the position you may be in right now, waiting around before receiving an update or before reaching out to them may seem like forever. For those of you who are employed, take this time to continue focusing on your current duties and responsibilities. You do not want to put yourself in a position where you are jeopardizing your current role by putting too much focus on another opportunity. Do not make the mistake of losing your focus or work ethics.</div>
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And for those of you who are unemployed, continue expanding your job-search capabilities attend networking events, join a local group, take on hobbies, or just take this opportunity to do all the things you may not have the opportunity to do while working. You will never get this time back, so make sure to own it.<o:p></o:p></div>
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One of the most important things to keep in mind is:<o:p></o:p></div>
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Whether or not you are employed – always make sure to stay true to yourself. Reevaluate the reasoning behind your thoughts and decisions. What is it that you are truly looking for in your next role? Are you willing to accept anything that comes your way, or do you have a list of requirements you are looking for in your next position? Are you interviewing solely for the purpose to have an increase in salary, or are you interviewing because this is genuinely the career move you want to make? Are you truly ready and willing to interview for a position miles away from family and friends, or are you only doing so because you believe this may be your only option? These are a few vital questions to ask yourself.<o:p></o:p></div>
 
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Make sure to avoid a desperate mindset. Remember that your level of satisfaction in your next role matters, unless you want to find yourself back in square one within a short period of time.</div>
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Derived and inspired by: https://www.linkedin.com/today/post/article/20140722161053-135136376-to-call-or-not-to-call-post-interview-temptations</div>
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Post-Interview Temptations

Post-Interview Temptations Amira Soliman, PHR HR Generalist at Community Healthcare Network Act to be done after “post-interview” ...

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Ten Simple Steps - Nailing the interview

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Nailing the interview<o:p></o:p></div>
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1. Be likable. Obvious? Absolutely –
but you’d be amazed by how many people don’t try to be likeable at all – much
less <a href="http://www.inc.com/jeff-haden/6-habits-of-remarkably-likeable-people.html" style="font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; outline: 0px;" target="_blank">try to be remarkably likeable</a>.<o:p></o:p></div>
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Making
a great first impression and establishing a real connection is everything.
Smile, make eye contact, be enthusiastic, sit forward in your chair, use the
interviewer's name... be yourself but be the best version of yourself possible.<o:p></o:p></div>
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We
all want to work with people we like – and who like us. Use that basic fact to
your advantage..<o:p></o:p></div>
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2. Use body language to your
advantage. How
you sit, stand, and move can sometimes matter more than what you say. The <a href="http://www.inc.com/ss/jeff-haden/11-body-positions-and-gestures-that-can-improve-performance" target="_blank">right postures and gestures</a> can help you come across
smart, open, engaging, less stressed… off of which contributes to making an
awesome impression.<o:p></o:p></div>
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3. Know the company -- and some
of the key players.<o:p></o:p></div>
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Don't
just do a quick Google search. Look for current and past employees on LinkedIn.
See where they worked previously. If they've moved on, see where they went. Get
a feel for career progressions.<o:p></o:p></div>
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A
little time and thought will show you what skills the company values, its areas
of growth, why employees come and go... never forget that companies are a
collection of individuals, and each individual has a story to tell.<o:p></o:p></div>
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And
definitely research the person(s) who will interview you. (How will you know
ahead of time who will interview you? Ask.) Use what you learn to help
establish a rapport and connection with the interviewer.<o:p></o:p></div>
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4. Set a hook. A sad truth of
interviewing is that later we often don't remember a tremendous amount about
you -- especially if we've interviewed a number of candidates for the same
position.<o:p></o:p></div>
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Later
we might refer to you as, "The guy with the alligator shoes," or,
"The lady who finished an Iron Man," or, "The guy who grew up in
New Zealand."<o:p></o:p></div>
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Your hook can be simple, like clothing
(within reason), or an outside interest, or an unusual fact about your
experience or career. Hooks make you memorable and create an anchor for interviewers
to remember you by.<o:p></o:p></div>
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5. Be ready for unusual
questions.  A quick search will
uncover hundreds more possibilities. Those kinds of questions – as long as
you’re qualified and experienced – are easy to answer.<o:p></o:p></div>
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And
never be afraid to say, “Give me a second to think about that.” Smart
interviewers don’t care if you need a few seconds to reflect; quality, not
speed, is what matters most.<o:p></o:p></div>
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6. Describe what you can offer
immediately. Researching the
company is a given; go a step farther and find a way you can hit the ground running or
contribute to a critical area.<o:p></o:p></div>
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If
you have a specific technical skill, show how it can be leveraged immediately.
Think hard about what makes you special and then show how those skills will
instantly benefit the company.<o:p></o:p></div>
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Always
remember that hiring an employee is an investment, and everyone wants to see a
return on their investments.<o:p></o:p></div>
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7. Avoid leaving negative sound
bites. Just like with your
hook, most interviewers will only remember a few sound bites from your
conversation – especially if they are negative.<o:p></o:p></div>
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So
if you've never been in charge of training, don't say, "I've never been in
charge of training." Say, "I did not fill that specific role, but I
have trained dozens of new hires and created several training guides."<o:p></o:p></div>
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Whenever
possible don’t say, "I can't," or "I haven't," or "I
don't." Share
applicable experience and find the positives in what you can do, have done,
and are eager to do.<o:p></o:p></div>
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No
matter what the subject, stay positive – after all, your worst mistake is also
your best learning experience.<o:p></o:p></div>
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8. Ask questions that really
matter. <o:p></o:p></div>
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Rule
number one: never ask a question you could have answered through a Google or
LinkedIn search. Asking those kinds of questions isn't just lazy, it shows a
total lack of respect for the interviewer's time.<o:p></o:p></div>
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Instead focus on making sure the job is a
good fit for you: the people you
will work with, the person you will report to, the scope of responsibilities,
etc. Interviews should always be two-way, and interviewers respond positively
to people eager to find the right fit. (Plus there's really no other way to
know that you want the job.)<o:p></o:p></div>
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And
don't be afraid to ask a number of questions. As long as you don't completely
take over, the interviewer will enjoy and remember your conversation as a nice
change of pace.<o:p></o:p></div>
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9. Ask for the job – with solid
justification. By
the end of the interview you should have a good sense of whether you want the
job. If you need more information, say so.<o:p></o:p></div>
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Otherwise <a href="http://www.inc.com/jeff-haden/the-one-thing-every-successful-person-does-well.html" target="_blank">use your sales skills</a> and ask for the
job. Focus on specific aspects of the job: explain you work best on a team, or
thrive in unsupervised roles, or get a charge from frequent travel... ask for
the job and use facts to prove you want and deserve it.<o:p></o:p></div>
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10. Reinforce a connection when
you follow up. Email follow-ups are
fine. Handwritten notes are better. Following up based on something you learned
during the interview is best, like a note including additional information you
were asked to provide or an email with a link to a subject you discussed
(whether business or personal.)<o:p></o:p></div>
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The better the interview -- and more closely
you listened -- the easier it will be to think of
ways you can make following up seem natural and unforced.<o:p></o:p></div>
 
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inspired and extracted from: https://www.linkedin.com/today/post/article/20140715123318-20017018-ten-simple-steps-to-the-perfect-job-interview?trk=tod-home-art-list-small_3</div>

Ten Simple Steps - Nailing the interview

Nailing the interview 1. Be likable. Obvious? Absolutely – but you’d be amazed by how many people don’t try to be likeable at all –...

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POWER interview in 7 Steps - Jim Coughlin

POWER interview in 7 Steps - Jim Coughlin, Staffing Leader to Fortune 1000 co's & their partners 
 
The practices below have been proven by over 10,000 interviews conducted using these techniques. 
 
1. Never be late – ever. 
 
The number #1 reason candidates are rejected from consideration is that they were late for the dance. Even if an all-out thermo-nuclear war was launched that morning you should put on your radioactive resistant suit and show up for the interview 5-minutes early. Otherwise, don’t even bother showing up. No excuse will wash away the fact that you were late. You never get a second chance to make a first impression. 
 
2. Know the difference between “chitchat” and “content-driven” conversations. 
 
“Chitchat” is what happens with the interviewer greets you in the lobby. It’s things they say like “Did you find us ok? It’s sure hot out today isn’t it? How about them Giants?” Chitchat is superfluous and means nothing - but you still have to engage in it. So all you do with chitchat is smile and say “yes, how about that (...heat wave, Giants, etc.).” Do not engage in chitchat nor push it off. Chitchat is the hiring manager’s way of trying to get comfortable with the awkwardness of meeting someone new. Recognize quickly when “chitchat” ends and the “Content-driven” conversation begins. This usually starts with a statement or a question about YOU and your background. “So, I see you used to work for XYZ Company.” Or, “So you used to work in the ‘xyz” field I see.” Once the conversation changes from “chitchat” to “content-driven” is when you need to fully engage with your PowerPlay 
 
3. Engage with a “Content-Driven” PowerPlay 
 
The moment the interviewer consciously (or mostly unconsciously) switches from “chitchat” to a “content-driven” conversation is when you need to immediately make your PowerPlay. It sounds like this: 
 
INTERVIEWER: “So I see you used to work for a competitor of ours a few years back and now you’re interviewing with us.” 
 
YOU: “That’s correct and in preparation for this meeting I’ve printed and highlighted your job description and all the areas that match my background and I’ve done the same with my resume. And I thought a good place to start would be for you to tell me what’s not in the job description that should be (since I know these are sometimes written from a template) and perhaps you could share what it was that you saw in my resume that had you bring me in for this job. Was a primary reason because I do know the competition and if so how would you want to utilize my knowledge of the industry in this capacity?” 
 
BOOM! PowerPlay! When you make the power play several things happen at once. 
 
a) You sound prepared, intelligent, articulate and focused on the job to be done. (You don’t blurt out the “Ums” and “Ahs” uttered by most interviewees). 
 
b) You help the interviewer focus on the JOB THAT NEEDS TO BE DONE and what SKILLS are required to do that job. 
 
c) You have the interviewer tell you what the REAL job is – not the “watered-down-politically-correct-HR-job description version. 
 
d) You have the interviewer tell you what they liked about your resume and why they brought you in so you know what to emphasize. 
 
e) You immediately eliminated 99.999% of your competition - because no one else is making the PowerPlay at the end of the “chitchat”. 
 
4. Just get on base 
 
You don’t need to “sell yourself” to the interviewer. That’s a turn off. All you need to do is not STRIKE OUT. Just get on base. What I mean is simply this. You are not going to get hired in a first interview. You’ll need to come back to the next meeting. Therefore, the purpose of your first interview it is to get the NEXT INTERVIEW. That’s it! Just get on base. It’s a baseball analogy. Don’t try to hit the ball out of the park – you’ll end up striking out or flying out. Just get on base. You can get on base in baseball a number of ways. You can watch 4 pitches go by as balls. You can get a simple base hit. A wild pitch can hit you. Or, you can get on first base as a result of a fielding error. Believe it or not you can even STRIKE OUT in baseball and still get on base if that last strike pitch hit the dirt. Always run to first base! The same is true in interviewing. You can get the next interview because the interviewer is not the final hiring authority – or needs to talk to other stakeholders. You can get the next interview because the interviewer was late for the meeting (a fielding error on the other team!). Imagine you are waiting for your first interview, which is supposed to start at 10:00 a.m. The interviewer comes to meet you at 10:30. Chitchat ensues and you get to the interview location at 10:40 and the “content-driven” conversation begins. It goes like this: 
 
INTERVIEWER: “So I see you used to work for a competitor of ours a few years back and now you’re interviewing with us.” 
 
YOU: “That’s correct and in preparation for this meeting I’ve printed and highlighted your job description and all the areas that match my background and I’ve done the same with my resume. And I had thought that a good place to start would be for you to tell me what’s not in the job description that should be (since I know these are sometimes written from a template) and perhaps you could share what it was that you saw in my resume that had you bring me in for this job. Yet, since I had on my calendar that our meeting was to start at 10:00 and last for 30 minutes, I need to let you know that I have another interview booked within the industry that requires I leave here in 10 minutes. I understand how other people must have had an effect on your schedule so perhaps we can take a look at calendaring our next meeting now and then spend the remaining time fleshing out the job you need performed here for the next time we meet.” 
 
Mutual Professional respect will get you on base. 
 
5. It’s not personal – it’s business 
 
Interviewers will say and do things in an attempt to get you to “talk about yourself.” – OR - you may be tempted to tell the interviewer how you’ve been dreaming of playing Tevye in Fiddler on the Roof since you were 12-years old. Don’t do it! Everything that comes out of your mouth should be about the JOB that needs to be done and how you have successfully done that type of work in the past. Otherwise you ask a QUESTION about the job that needs to be done. It’s a no-win situation if you start chatting about how you love watching the X-games on the weekends. Trust me on this. Stick to business. You can be 100% personable – but not PERSONAL. 
 
6. Know and share your stats – that’s what sells and not much else. 
 
Every Major Leaguer Baseball player knows his stats. Major Leaguers follow their Batting Avg., RBI’s, Runs, Slugging percentage, and On-base percentage in addition to about 15 other relevant stats that make up their overall worth as a player. This is what team owners will purchase- the scorecard. You need to know your stats - your measurable and documented accomplishments. You must share your stats often when relevant to the job that the hiring manager wants done. You must also substantiate those stats by volunteering references before they ask for them. This enhances your credibility quotient. Stats can be in any industry or function. It doesn’t matter whether you’ve been a sales person or an accountant – we’ve all been measured on performance. 
 
7. The closing question that should get asked but never does 
 
Most candidates ask terrible closing questions. They ask things like “How many other people are you interviewing? “ OR- “When will I hear back from you?” These questions communicate neediness and weakness. The most critical closing question you can ask at the end of the interview is this: 
 
YOU: “Mr. Interviewer, I full understand the job you need done here (NOTE: repeat what he told you the real job is) and I’ve shared with you my accomplishments doing just that in the recent past (my stats). My final question is this: Assuming I accomplished what you needed done in this job in the next 6-9 months, what impact would that have on your team and the company as a whole?” Then be quiet and take notes. 
 
It’s about him not about you! They are hiring because work is not getting done. If that work never gets done it will have a negative impact on him, the team and the company. The inverse is true as well. If the job DOES get done – on time, under budget – exceeding expectations – then it will have a POSITIVE impact on him, the team and the company. You want the interviewer to be thinking of the POSITIVE impact of hiring you. 
 
Lastly – know that the above suggestions won’t come naturally. These interview techniques must be rehearsed and practiced for them to work. The more your practice, the better they’ll work. And they do totally work! 
 
In Summary – Show up on time, listen for content, make the power play, get on base, stick to business, share stats and close about how it affects them. Do this and you’ll win every interview situation. 
 
Jim Coughlin is Managing Director of VMS Accelerators (VMSA). VMSA produces killer executive workshops in the contingent labor industry (aka staffing industry). 
 
Inspired and extracted from, https://www.linkedin.com/today/post/article/20140714163439-212078-power-interviewing-in-7-steps

POWER interview in 7 Steps - Jim Coughlin

POWER interview in 7 Steps - Jim Coughlin, Staffing Leader to Fortune 1000 co's & their partners The practices below have been p...

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Resume Blaster helps you to pre validate your CV

According to recent research increasing numbers of job hunters are lying on online CVs 
 
With the increasing popularity of LinkedIn, the social network for businesses, research by Adecco the UK's largest recruiter has found that one in ten people lie on their LinkedIn profile. 
 
10% of the sites users have lied on their CVs about qualifications while 9% have fibbed about their age. The research also discovered: 
 
·         9% embellish the truth when it comes to job titles; 
·         7% lie about the university or school they attended; 
·         5% do not tell the truth about the length of time spent in a particular role. 
 
Using <a href="http://www.resumeblasters.in/" target="_blank">Resume Blaster </a>will show that you are transparent to the world about your CV’s and its send out a loud message to the employer about the uprightness on your candidature.  
 
Speaking to the Financial Times Alex Fleming, managing director of Adecco UK said: 'You always get people fabricating information on their CVs. In a challenging marketplace, people want to get a foot in the door.' 
 
It may appear harmless to embellish your skills and experience on online CVs but as the number of employers using social networks as a recruitment tool increases, so do your chances of getting caught. 
 
'Employers are using LinkedIn more and more and the fact it asks for endorsements really helps,' says Ms Fleming. 'The majority of employers use it in addition to a CV, using the two to get to the bottom of any lies.'  Resume Blaster will also work in your favor as you would be able to showcase the openness on your profile.

Resume Blaster helps you to pre validate your CV

According to recent research increasing numbers of job hunters are lying on online CVs With the increasing popularity of LinkedIn, the soc...

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The Sign off question from an Interviewer

What questions do you have for me? - Brooke Fisher 
Director of Recruiting 
 
The winding off question is always tricky “So, what questions do you have for me?” 
 
This can be the most nerve wracking question in an entire interview. 
 
The idea of the article purported to be one that we are often touting to our candidates; that an interview is not about what the company can do for the candidate, it is about what the candidate can do for the company. 
 
We provide each of our candidates with interviewing strategy immediately prior to their meetings with our clients. This strategy is guided by three key principles: 
 
1) People hire people who want the job! Never give the interviewer the impression that you are unsure if you want the job. They will then be unsure about you, too. 
 
2) People react negatively to negative information or questions. Do not put people on the defensive. Do not harp on negative things in your past. Always lead with, and wrap up with, a positive comment. 
 
3) An interview is not about what’s in it for you, the candidate. It’s about what’s in it for them, the company, to hire you! Your questions should not be ones to which you really need answers. Make your questions ones that, once they answer, allow you to go back and explain more about why you’re a good for the role. 
 
The entire interview should be structured around these three principles but even if you are solid all along, asking the wrong question at this stage can go against one, two or all three at once, and end your interview on a bad note. 
 
So, we suggest candidates never ask the “Me” Questions; meaning the “What’s in it for ME, the candidate,’ such as: Benefits, Salary, Vacation, Promotion. Clearly those would violate Principle #3. 
 
We also counsel our candidates to never ask a question that elicits a negative response, “What is your company doing to counteract the downtrend in your industry?” You may think this is give them a chance to brag but the way it is phrased puts the interviewer on the defensive, suggesting they might not be doing anything or what they are doing in not effective. Does this sound like you want the job? This violates both Principles #1 & #2. 
 
Instead, say, “I have done some research on the company’s new initiatives and their success in raising the company’s market position. Can you tell me more about XXX or other initiatives you have in mind? This really gives them the opportunity to brag. You complimented them, putting them in a positive frame of mind and then asked them to say more good things about themselves/the company. 
 
Lastly, asking why someone fails at their company or why people leave is basically accusing the interviewer of making poor hiring decisions, having an environment that does not promote success or having an environment where people are not happy enough to stay. This one violates all three principles at once; not showing interest in the job, leading with the negative, and asking what’s in it for you. 
 
A better thing to ask is, “What are the key attributes of someone who will be successful in this position?” This frames the same question in a positive light and the answer to this is the one you really want, anyway! Then, you can follow up by explaining how you have those attributes=what’s in it for them! 
 
We also suggest that a candidate ask questions that show they are a big picture thinker. “What can someone who takes on this role do in the first three to six months to really have a positive impact on your department and their goals for helping the rest of the company thrive?” 
 
In the end, remember, by the time they are asking what questions you have, they are done with their part of the interview. So, you will probably not have time to ask question after question. Be prepared with three to four, lead with the strongest, and always make it about what’s in it for them! 
 
Inspired and extracted from: https://www.linkedin.com/today/post/article/20140707163655-10650535--so-what-questions-do-you-have-for-me 
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The Sign off question from an Interviewer

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3 Mantras to Stay Calm During a Job Search - Denise Spacinsky

3 Mantras to Stay Calm During a Job Search 
Denise Spacinsky 
Career Coach & Advisor for Localization Industry 
 
 
This is a stressful we all need to accept it, however the below believe and hardwork will get you a job irrespective of what ever the market job conditions.  Our voices shake and the stress energy reverberates off us. I have been in that situation and not sure what to do, where to go, what to expect – so many unknowns make for a nervous temperament. 
 
Adding to the fire there are some news journalist out there keeps writing that the job market is terrible, there are billions of unemployed people and everyone is living under a bridge. I wish they’d stop that.  
 
Mantra 1 : I will get a job. 
 
You will find a job. Lots of companies are hiring and lots are looking for someone exactly like you. I promise. And you only need one job after all so the odds are in your favor. I just did a quick LinkedIn job search and there are 196,141 jobs posted there today. And that’s just LinkedIn. 
 
Mantra 2: I will get the right job. 
 
A common fear is that when someone makes a decision to choose a job, that they may make a bad one and will end up trapped and miserable for the next 10 years. It’s like getting married (and some of us have admittedly made wrong choices in that area) so the panic of potentially choosing badly can flare up pretty powerfully. 
 
Just let that one go. You will make the right decision. Trust yourself. Trust your ability to know what job and company are right for you. Trust that you will find the right home for yourself. Your new employer will welcome you with open arms and you will be wildly successful. Don’t let any irrational fears to the contrary get the better of you. 
 
Mantra 3: I will get the right job at the right time. 
 
This mantra is designed to quell the anxiety related to timing of getting a new job quickly. This job search stuff seems to take for-ev-er. 
 
First you have to job hunt on job boards and company career sites. And network to find good leads for you. Then you prep your resume (use Resume Blaster Service) and send in an application. Then wait. Then you get a call scheduled. Then wait. Then you see if they want to keep meeting with you again and again and again. And this can go on for weeks, sometimes months. Sorry for that. It’s a hassle. We can’t really rush things when a lot of people are involved so the only way to get through it is to be positive. Know that when the right job comes together, the timing will be perfect. Just as it should be. 
 
So next time you are feeling nervous or fearful in your job search just take a deep breath and repeat after me... 
 
Inspried and Extracted from https://www.linkedin.com/today/post/article/20140707203124-66216-3-mantras-to-stay-calm-during-a-job-search

3 Mantras to Stay Calm During a Job Search - Denise Spacinsky

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Cover Letter - A Secret Weapon In Your Job Search

Cover Letter - A Secret Weapon In Your Job Search 
 
Cover Letter Format 
 
A well crafted cover letter is proof positive that you can organize your thoughts, respond thoughtfully and appropriately to a posting, and communicate well in written form. But like the five paragraph essay, it takes practice and most people don't write cover letters at all, and if they do, they are usually very generic and borderline boring in nature. Write a good cover letter and you set yourself in a category apart from the average job seeker. 
 
A suggested and proven format: 
 
Date 
 
Job Seeker Name 
Job Seeker Address 
 
 
Their name (find out who you are directing the letter to, if at all possible.) 
Business name 
Address 
City, State, Pin 
 
Dear (their name), 
 
State your reason: 
 
Why are your writing? A cover letter doesn't always have to accompany a resume. If it doesn't, it can be called a letter of intent. Make sure you are clear about your intent, but be conversational. Break the ice with a reference to a mutual friend, how you heard about the posting, a mutual association, or perhaps a comment on their company's mission statement. Do your homework, and think about what will resonate and cause them to continue reading. 
 
State your case: 
 
If you were a lawyer, arguing for your reasons for winning the case, ie. the job, how would you present your arguments? 
 
You can format the second section in one of three ways. 
 
Paragraph style - continue your letter in a narrative format, stating what experience and qualifications you have that meet their stated requirements. 
 
Table Style - In a tabled format (two wide - with gridlines hidden), state their requirement, and then in the field immediately to the right explain or list how you meet that requirement. 
 
Combination Style - This is a combination of both styles. You might find that your paragraph allows you to deliver your story better, while supporting or adding to elements in the table format. 
 
Be compelling. Be relevant. This is your chance to separate yourself from the herd. Think about what they want to hear. Again, do your homework. 
 
State your intention: 
 
This is where you let them know that you are interested in the next step in the process. An interview is usually the obvious choice, although asking for a "conversation" might be more appropriate if you are pursuing a job in the underground and a job posting is not published. Asking for an interview if they are not actively hiring could be counterproductive, whereas a conversation would be less assuming, but still move you forward. 
 
If you have a way to contact them, state that if you don't hear from them in an allotted amount of time, that you will contact them at a certain time. Then calendar it and do it! 
 
Close it with 
 
Sincerely, 
 
Your name 
 
The more you practice, the better you become. 
 
 
Inspired and extracted from, https://www.linkedin.com/today/post/article/20140626160937-17442977-how-a-cover-letter-can-be-the-secret-weapon-in-your-job-search

Cover Letter - A Secret Weapon In Your Job Search

Cover Letter - A Secret Weapon In Your Job Search Cover Letter Format A well crafted cover letter is proof positive that you can organiz...

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