What questions to ask candidates in a second interview?
The recruitment process generally includes a few steps: After an initial candidate screening, the second round of interview is conducted. The shortlisted candidates are then assessed for the required skills, experience and knowledge.
For the second round interview, the candidate generally meets the Head of the department, Recruitment Manager or the CEO. If the candidate has already submitted the written assignment or the project, during the second round you can discuss the performance of the candidate.
After the second round, you should have a list of potential hires. Ask questions that will help you find people who align with your company’s objectives and will work towards company growth. For second round interview questions, ask role-specific questions to find the best potential hires.
Second round interview questions examples
- Tell me about a time when the project’s deliverables changed last minute and you had to adapt.
- How do you prioritize multiple tasks with the same deadline?
- How do you think we differ from our competitors?
- What are our values?
- What do you know about our company? Have you ever used our services/products?
- Why do you want to work with us?
How to assess a during second-round of interview?
Ask more specific questions during the second round interviews to know about candidates’ strengths and weaknesses. Ask:
- Competency-based interview questions
You should also check how each candidate will fit in your company and if they will be able to collaborate with your team. Ask questions to evaluate:
- Behavior (behavioral-interview questions)
- Soft skills (like leadership, teamwork, and communication)
- Emotional Intelligence
An ideal candidate will stay with your company for a long period of time and improve your retention rates. During the second round of interviews, look for candidates having long-term career objectives that match your company’s objectives.
- Reluctant to change: Before moving a candidate to the next round or giving them the job offer, make sure they will adjust to your company’s potential growth. Be transparent about your working style and procedures. If they seem reluctant they could affect the team’s performance in future.
- Different expectations: In the second round of interviews, you get the opportunity to discuss more details related to the open role- salary and benefits, work timings and growth plans. It is best for both interviewers and candidates to be clear about their expectations. If there are early differences, it might create serious issues in the future.
- Dull, uninterested attitude: Candidates who clear the initial round are already shortlisted for the role, as far as major skills are concerned. Both the company and the candidate now want to know if they will be a great fit. Thus, a candidate who has no questions about the role or the company might lack interest. Look for people who are keen on working at your company.
- Poor or no preparation: When you call a candidate for a second round, they should come prepared with knowledge and sensible questions about your company. If they don’t know anything about your company, they might not be very serious about the job. Candidates who come prepared show that they care.