When is persistence too pushy? (Commercial Recreation and Tourism Section).

With a sagging economy, many talented professionals and students are having a hard time finding the job of their dreams. So when you get to interview for a job you'd like, how much follow-up should you do before you look too desperate? That's what CRTS member Eileen Soisson asked, and she got differing responses.

"Persistence from a candidate can be a terrific quality, if it's focused and respectful. If a candidate follows up with a company or a recruiter minutes after they have sent a resume and say, `I just wanted to see if you have received it yet,' this shows disrespect. A follow-up e-mail is more focused and respectful. Candidates need to read the requirements for jobs carefully. This shows respect and focus. When people send resumes three times for a job and yet their experience doesn't match, this is poor persistence. Persistence is good if you've been told by an interviewer that they'll call you in three days. If the candidate hasn't heard from that person, then it's critical to use persistence. However, if the candidate calls the next day, this is disrespectful and will hurt the candidate's chance for an interview."--Barry Peters, director of operations, Horizon Hospitality

"We surveyed human relations professionals who recruit for their organizations. Most respondents agreed there's no set answer. Instead, it depends on the type of position and the strategies used by the candidate when following up. In general, 80 percent of the respondents allow for an average of two follow-up calls within a six-week period for a status of the resume or position if the candidate hasn't been given a timeframe. Once a timeframe is provided, then the overall consensus is one follow-up call. The approach used when following up also makes a difference. For example, a handwritten thank-you note is appreciated if the candidate has spoken with someone in the organization regarding the position. Another opportunity to follow up is if something changes with the candidate or the timeframe provided has lapsed. Good recruiters keep their candidates informed throughout the process. Smart candidates remain professional and patient, keeping their doors open."--Marti Lera, human resources consultant, Lera Consulting Group, Inc.