The second interview is a critical step in the hiring process, and it gives HR leaders the ability to perform a deeper evaluation of a candidate. However, to get the most out of a second interview, HR leaders need to ask the right questions and prepare beforehand. Below, we explore the essential questions recruiters should ask and what to expect in a second interview.
The Purpose of Second Interviews
Second interviews give you a chance to assess a candidate further and to ask the questions that you didn’t have time for initially. During a first interview, you’re largely trying to determine if a candidate has the basic skills and expertise necessary for the job. However, many other factors determine whether a candidate will be a successful hire. For example, does the candidate share the values of your organization? How will they handle working with a team? What sort of leadership style do they use?
Preparation for Conducting Second Interviews
Before setting up second interviews with select candidates, take some time to prepare. First, decide who should attend the interview. It’s common for multiple stakeholders to join the meeting, depending on the role. After that, create a list of questions that provoke more in-depth answers.
Another good way to prepare for a second interview is to review your notes from the first interview. This will help you develop specific questions based on what you need to learn about that candidate and avoid repeating questions. Finally, prepare to share more information about the role and the organization, as the second interview is also an opportunity for the candidate to ask you in-depth questions about the position.
Essential Second Interview Questions
When conducting a second interview, there are four types of questions you’ll want to ask.
Behavioral Questions
Behavioral questions help employers understand how a candidate has handled (or would handle) a real-world situation. The purpose of behavioral questions is to provide insight into a candidate’s problem-solving skills, their ability to work within a team and their leadership skills. Behavioral interview questions are some of the best to ask, as they’re said to be 55% predictive of future on-the-job behavior, compared to only 10% for traditional interviews. Some sample behavioral questions include:
- Describe a time when you faced a major challenge at work and how you handled it.
- Tell me about a time when you collaborated with a difficult colleague.
- How do you ensure success when given a tight deadline?
Role-Specific Questions
Role-specific questions evaluate a candidate’s technical abilities and expertise related to the specific role they’re applying for. These types of in-depth questions will help you gauge whether a candidate can handle the job’s demands. For example, if you’re hiring for a software developer role, you might ask:
- Can you walk me through a previous development project and your specific contributions to the program?
- How do you stay updated on the latest industry trends and best practices?
- What software development tools are you proficient with?
Company Culture and Fit Questions
When you’re assessing candidates, it’s not only important to find someone with the right expertise but also someone who’ll fit into your organization’s culture. According to research from the Haas School of Business at the University of California, Berkeley, “past research has consistently shown that higher levels of culture fit are associated with increased productivity, stronger job commitment and lower turnover.” By asking questions related to company culture and candidate fit, you can better determine if a candidate will excel within the organization and wish to remain there long-term. Some example questions include:
- What type of work environment helps you perform at your best?
- How do you handle workplace conflicts or disagreements?
- What motivates you to stay productive with your work?
- Can you describe a previous company culture where you felt the most comfortable or productive?
Career Goals and Aspirations Questions
Finally, asking about a candidate’s goals and aspirations can help you determine if they’re likely to stay and grow with your company. For example, someone who wishes to start their own software development company may not stay as long as someone who wants to run a software development team within a larger organization. Employees who see a future with your organization will be more engaged in their jobs, making it important to identify them during the hiring process. Some questions to ask could include:
- Where do you see your career in five years?
- How does this role fit into your career goals?
- How do you measure personal and professional success?
- What kind of leadership or mentorship are you looking for at your next job?
Evaluating Candidate Responses
To get the most from the second interview, you should have a system for assessing the candidate’s answers. It’s often a good idea to create a rubric on which you can rate a candidate’s answers to specific questions. You can also list elements or details that you want to learn from the candidate and write down whether you obtained the necessary information. A good rubric also makes it easier to compare candidates against one another and to identify standout performers.
Once you’ve conducted all your second interviews, you can review your notes and rubrics to determine the top candidates. From there, you might extend an offer to one of the candidates or conduct another round of interviews if you need more information to decide among a few candidates.
Using the Second Interview to Find the Best Candidates
With the right preparation and questions, the second interview can be a beneficial step in the hiring process. It’s the perfect opportunity to learn more about a candidate and determine whether they’re a good fit for your organization. Take the time to develop a list of questions tailored to your organization’s specific needs, and you should find that the second interview yields vital information.
When you’re ready to fill your second interview pool with high-quality candidates, post your job online.
Key Takeaways:
- Second interviews allow employers to evaluate a candidate’s problem-solving skills, teamwork, leadership style and cultural fit beyond the basic qualifications assessed in the first interview.
- Reviewing the first interview notes, involving key stakeholders and preparing in-depth questions ensures a more productive second interview.
- Using rubrics and standardized criteria helps compare candidates fairly and identify the best fit for the role.
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