When Jana Eggers, the Ironman-competing CEO of Spreadshirt, interviews a potential new hire, she looks for a solid history of accomplishment and a passion for what you do. But in the process of making her assessment, she also consults one of her key advisors: Her receptionist.

“I always get feedback from them. I’ll want to know if someone comes in and if they weren’t polite, if they didn’t say, “Hello,” or ask them how they were. It’s really important to me,” said Eggers in a 2010 interview in the New York Times.

The point: Employers, then, look at small details of your interactions with their junior staff, their receptionists, and their veteran office managers that look like receptionists. And they’ll ask their staff about you, after you leave. It’s therefore vital to make an ally of the receptionist.

• Know her name. Everyone likes hearing their name. And everyone likes knowing that their name is remembered. Find out before the interview, and make a note of it. If I get a business owner or CEO’s card, and she mentions her assistant’s name, I make a point of writing it down on the card. It goes in my contact manager’s.

• Establish a rapport. This means you do more than sign in, sit down, and pick up that copy of Yachting magazine in the waiting area when you’ve never owned a boat in your life. How can you establish a rapport? Read on:

• Make eye contact and smile. You would think this would be obvious, but many people are not good at making and maintaining eye contact. Especially when they are nervous or preoccupied with the interview. Oh, and say her name.

• Scan the work area. There may be clues about her interests, aspirations and passions. She may have a book or two on the table, or photographs of her engaged in her hobbies, or pictures of her children. If she’s drinking something, her favorite Starbucks beverage could be valuable information down the road. Look for details.

• Thank her on the way out. By name. You shouldn’t even have to look at the placard.

• Did the receptionist do something above-and-beyond? If she’s a terrific receptionist, mention it to the boss in the interview. Good leaders look for opportunities to recognize good people. That’s a great thing to do for a good receptionist – and a good habit for you to be in as well.

• Send a ‘thank you’ note. Of course, you should do this with the person making the hiring decision. But here’s a twist: Send the note to the decision-maker, “care of” the assistant. It’s just one more branding opportunity. Hopefully, she’ll say “Oh, this came from so-and-so, who interviewed the other day. Oh, he was so nice!”

• Remember her at the follow-up interview. Of course you’ll remember her name. Did you remember her family, hobbies, interests or passions? If so, bring something along she might appreciate. It could be a photograph or a magazine article that she would probably enjoy.

One quality I’ve seen among great leaders – in business, sports, and the military – is their ability to connect with people from all educational levels and all walks of life, from the C-suite to the day laborer, and make them feel important and valued.

I recently spoke with a World War II veteran, Larry, who served as a junior officer in the European Theater. He had met General Dwight Eisenhower briefly in 1943, and they had a conversation in which Larry had mentioned his father, a doctor in Chicago, who hadn’t been feeling well, was worried about his health.

Larry didn’t see Eisenhower again until 1945, near the end of the war. Eisenhower said “Oh, I remember you! Your dad was a doctor, in Chicago!! Is he doing ok? He wasn’t well the last time we talked!”

Ike had a lifelong admirer, 62 years later.

Larry passed away earlier this year. But I’ll always remember that story, and work hard to be like Ike.

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