How to successfully carry out a second interview

Invitation to the Second interview

For the second interview the number of candidates needs to be narrowed down to about two or three. A substantial number of candidates would make the process unreasonably long and in doing so you may miss out on the person who is the perfect match for your job role. Only the most promising candidates are invited back for the second interview. The invitation to the interview should inform the candidate about your interest in further getting to know them and their positive performance during the first interview.

Arranging the interview

To be able to effectively compare the selection of candidates and decide which candidate is most suited to the role all interviews should take place at similar timings. Preferably the interviews are happening on the same day or on consecutive days.

Involving other colleagues in the process

Sometimes inviting an additional interviewer could be useful to see what other people think about the candidates. Preferably this would be a person that would be in frequent contact with the candidate in their future role. For the second interviewer to be prepared provide them with details about each candidate.

Getting your candidates equipped

The candidates should be informed about the structure of the interview so they can prepare themselves. Tell them what they need to bring to the interview e.g., Documents, portfolios, demonstration of their expertise. To get a good impression of the candidates it is crucial that they feel at ease during the interview process. Asking them some chatty questions at the start of the interview will create a relaxed atmosphere. This way you can avoid the candidate feeling like they are being interrogated.  During the interview speak about any topic you found particularly interesting or impressive during the first interview. This will emphasise the positive impression the candidate had on you during the first interview. It will also help make the interview more enjoyable and comfortable for the candidate.

What questions to ask during the interview

Check your notes about the first interview and gather things you want to know in more detail. Then base your questions on those topics. Compared to the first interview during the second one you can be more focused on the position and the candidate’s characteristics. Try to find out more about the candidate’s expertise and their soft skills.

• What are qualities you will bring to this position that you find most relevant?
• What do you want to achieve in this role if you are successful?
• What are your short/long term career objectives?
• When you encounter any problem or challenges in this role how would you approach them?
• What managing style do you usually like?

Discuss the specific aspects

Before you can offer the job, you need to consider some practicalities. Here is a list of some key practicalities you can use as a checklist to make sure you have cover all.

• What are the candidate’s salary expectations?
• How long is their notice period? (If they currently working at another job)
• When are they able to start working?
• Do they have any relevant references they can show?
• Are they happy with the working hours and the setup of the work?

Speak openly

The second interview is there to have a more open and deeper conversation. For you to get to know the candidate and finalize your decision but also for the candidate to learn more about the role and the business. Explain your company values, culture, and the structure of working together, to give the candidate a better idea of how your business works. Give the candidate the chance to ask any questions they might have and answer these in detail.

What are the next steps

Inform the candidate when you will get back to them and confirm that they know the next steps. Collate feedback for each candidate after the interview to organize your own thoughts but also to allow you to constructively give feedback to the candidate via email.

Make sure the candidate is kept up to date with the recruitment process. A candidate is more likely to decline a job offer if they feel they are not being updated about the process. Let the candidate know about any details that might occur to show then they are still in the running and should stay engaged.

With these tips you should be ready to successfully conduct a second interview.