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Relaunching a recruiter after an interview allows you to show your motivation and remain visible, provided you adopt a professional and personalized tone.
Good timing is essential: a first reminder is generally sent 7 to 10 days after the interview if no deadline has been given, without exceeding two reminders in total.
A clear, courteous and well-written email is the most effective channel to follow up, while some mistakes such as insistence or poor timing can hurt the application.
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In an increasingly competitive job market, every detail counts in a recruitment process, especially in Luxembourg where The unemployment rate stood at 5.9% in 2024 according to STATEC. After an interview, many candidates hesitate to call again, for fear of appearing insistent or clumsy, even though this approach is often perceived positively by recruiters.
Les Tips for relaunching a recruiter after a job interview meet a clear objective: to remain visible, demonstrate motivation and obtain a response within a reasonable period of time. Well done, relaunching can make the difference between two equivalent profiles, especially in a context where recruiters manage a large volume of applications.
Relaunching a recruiter allows above all to confirm the interest in the position. According to a LinkedIn Talent Solutions study, 72% of recruiters believe that a well-formulated follow-up message reinforces a candidate's positive image, especially when it is personalized and refers to the interview. This approach reflects a real commitment to the recruitment process and an ability to communicate in a professional manner.
In a Luxembourg context marked by a strong presence of cross-border and international candidates, standing out is becoming essential. ADEM points out that some qualified positions receive several dozen applications, which makes the recruiter's memory selective. A relevant reminder thus makes it possible to remain present in the mind of the recruiter, without excessive insistence.
The lack of response after an interview is often a source of concern for candidates. However, this silence should not be immediately interpreted as rejection. Recruiting processes can be slowed down by internal constraints, hierarchical validations or even the comparison of several profiles.
"A silent recruiter is not necessarily disinterested, he is often simply caught up in organizational imperatives."
According to ADEM, The average recruitment time in Luxembourg can vary from three to six weeks depending on the sector. As Anne Calteaux, an HR expert quoted by the Luxembourg Chamber of Commerce, recalls,” a silent recruiter is not necessarily disinterested, he is often simply caught up in organizational imperatives ”. A courteous reminder therefore makes it possible to obtain visibility without drawing hasty conclusions.
When the recruiter clearly announces a return deadline, it is essential to respect it. A reminder sent too soon can be perceived as a lack of patience, while a message sent too late can give the impression of disinterest. The ideal is to wait one to two working days after the announced date before relaunching.
This approach demonstrates both your seriousness and your ability to respect a professional framework. According to an Indeed survey conducted in Europe, 65% of recruiters appreciate candidates who follow the instructions given during the interview, including deadlines.
In the absence of a specific deadline, Usage recommends waiting around 7 to 10 working days after the interview before sending a first reminder. This period of time gives the recruiter the opportunity to make progress in their selection while showing that you remain committed to your approach.
In Luxembourg, where processes may include several interlocutors, this expectation is generally well understood. As ADEM points out on its job portal, a reminder after one week is considered to be” professional and legitimate ”, as long as you remain concise and respectful.
It is recommended not to exceed two reminders for the same application. The first takes place according to the deadlines mentioned, the second about ten days later if no response has been obtained. Beyond that, the absence of feedback should be interpreted as an implicit response.
Insisting more can damage your image and close doors to future opportunities. Recruiters interviewed by the Luxembourg Chamber of Employees recall that excessive persistence is one of the most frequent mistakes observed among candidates.
Email remains the preferred channel for relaunching a recruiter. It makes it possible to formulate a clear, structured and traceable message. The content should recall the context of the interview, reaffirm interest in the position, and politely ask for feedback on the progress of the recruitment.
According to a LinkedIn analysis published in 2024, Personalized reminder emails get a 30% higher response rate compared to generic messages. It is therefore essential to mention a specific element of the exchange, such as a mission mentioned or a key skill.
Telephone follow-up may be relevant in some cases, especially for commercial positions or when the recruiter has explicitly encouraged this method of contact. However, it requires rigorous preparation in order to remain concise and professional.
It is recommended to call in the middle of the morning or afternoon, periods that are generally more favorable according to ADEM. The objective is not to demand an immediate response, but to show availability and interest, while respecting the time of the interlocutor.
Sending a thank-you email within 24 hours after the interview is a practice that is still too little used. However, according to an Indeed study, only 24% of candidates send a thank-you email after an interview, while 80% of recruiters are in favor.
This message helps to lay the foundations for a positive relationship and facilitates a future relaunch. As Sophie Leclercq, an HR consultant quoted by Indeed France, points out,” A well-written thank you email sets the stage and makes the subsequent follow-up more natural and better accepted ”.
A simple model is perfect when the process is formal or the exchange was brief. It should remain factual, recall the date of the interview, and express a constant interest in the position.
This type of message is particularly suitable for large Luxembourg companies or institutional recruitments, where clarity and sobriety are valued.
A more developed model makes it possible to integrate a personal touch by referring to a specific point raised during the interview. It shows that you have understood the challenges of the position and that you are already projecting yourself into the function.
According to LinkedIn Talent Solutions, this type of follow-up is particularly effective for qualified positions, as it reinforces the candidate's perception of added value and his ability to analyze.
Relaunching too early, multiplying messages or adopting an urgent tone are common mistakes. Spelling and syntax must also be flawless, as a poorly written reminder can damage the professional image built up during the interview.
It is also not recommended to use unsuitable channels without prior agreement, such as personal social networks. Finally, a reminder should never express frustration or reproach, even in the event of a prolonged wait.
Can I contact a recruiter via LinkedIn?
Yes, if the recruiter is active on LinkedIn and if the exchange remains professional and concise.
Do you have to restart even if the interview went wrong?
Yes, because your perception may differ from that of the recruiter and a courteous follow-up is still appreciated.
Can relaunching affect my application?
No, provided the right timing and a professional tone are respected, the reminder is generally perceived positively.
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