How to Conduct a Second Interview

The second interview is normally where the hiring decision takes place. At this point, you have reduced the number of job candidates to a select few who you feel are competent to handle the job. The questions you ask should elicit responses that indicate what motivates each candidate and how well he or she will fit into your organization. If you are able to establish good rapport, it is likely the candidate will readily blend into the company's culture.

Things You'll Need

• Candidates' resumes List of prepared Competency-Based Hiring questions Interview buddy Pen and paper

Instructions

The Second Interview Process

1. Narrow the selection process down to two or three candidates and arrange interviews. Meetings should be set up so that each of the candidates is interviewed on consecutive days.

2. Create a positive, friendly atmosphere. Make sure the candidate is comfortable and perhaps offer them a beverage. This should help the candidate relax, aiding in the establishment of rapport.

3. Begin the interview process, asking a series of predetermined questions you have chosen from the Competency-Based Hiring resource below. These questions should be more in-depth than basic job-related questions, as you are trying to find out what makes each candidate tick.

4. Employ the use of an "interview buddy." This person could be another manager or trusted employee, and their role is to write down the candidate's answers to each of the questions and to take notes.

5. Once the interview is completed, review the candidate's answers and make any notes of your own.

6. Complete the process by reviewing the answers and notes from all the interview sessions, then make your hiring decision.

Tips & Warnings

• Be sure to ask the same questions to each of the candidates to ensure an equitable comparison.

Resources

• Competency-Based Hiring