A lot of commenters at the link are downright ANGRY at the notion of sending a follow-up email.
But look; if you apply at a company, and they call you back for an interview, and you do nothing to follow up on that position opting instead to wait for them to call you?
You deserve to be unemployed.
ping for showing to my son later
I’d be curious as to the percentage of interviews are fake HR go-thru-the-motions as the job was filled internally before someone had to post it publicly to cover their EOE ass.
The part that is not addressed at all, is the level of unprofessionalism that many companies show to potential job applicants. Let's pick on Dell Comuters (Round Rock, TX) as an example.
I worked there for couple years, and interviewed dozens (as in >25) applicants for an engineering position we did not have. We flew them in from all over the country, put them up at the Red Lion, and we had no intention of hiring them. Why? So HR could have a list of pre-screened applicatants. I fielded calls from a young graduate in Los Angeles who was quite excited about a job with Dell - and I was forced by my Director to keep her on the line for over 6 months. Finally, as Lead Engineer for the group, I asked to be removed from this process as I had ethical issues with this procedure. I was 'laid off' 6 months later - pure coincidence, I'm sure.
But, the bottom line is that loyalty and professional conduct is a 1-way street. Companies have abandoned the view that their employees are a valuable asset - they are an operational expense, and treated as such. Employees learn this lesson; thus the average life expectancy of employees is now closer to 2-5 years than decades, like it was not that long ago. It used to be that you got your job, you worked your job, you would be rewarded for your loyalty, you may work 2-3 jobs in your career; you'd retire after working for a company 20+ years at a decent salary. Today, you are a cog in a wheel, you can be replaced for any or no reason at all. It's brutal; and some of the advice I'm reading does little more than identify weakness on behalf of the employee.