When it comes to hiring someone for remote or hybrid work arrangements, there are two types of interviews that you can conduct. The first one is more formal and can be done remotely, while the second one can either be more demanding or more casual and done in person. This approach allows you to gain a better understanding of the interviewee in two different settings. For instance, you could conduct a phone interview first and then another one in person.
It's important to remember that interviews are a two-way communication process. You are not just looking for the right candidate, but you are also trying to sell the role to them. Therefore, it should be treated as an informative conversation rather than an opportunity to impress the interviewee. You need to represent yourself, your team, and your company in the best possible way.
Keep in mind that every candidate could be a potential customer, client, or advocate for your business, and they will remember how you treat them. So, it's crucial to make a positive impression and treat every candidate with respect and professionalism.
Common second interview questions to ask candidates
Just as in your first round of interviews, asking the right questions in the second round is vital to understanding if a candidate is suitable for the role.
“Although there are never a fixed set of questions to ask in the second interview, here are our selection of questions for employers to ask which will hopefully allow you to understand a candidate more fully before making a decision on who to hire.”
What are your long-term career aspirations?
Asking candidates about their long-term career goals can provide useful insight into their suitability for your company. If they mention your business specifically, it suggests a desire to remain and contribute to its growth.
Moreover, this question can reveal important aspects of their personality, such as honesty and passion.
Understanding their priorities can help you make informed hiring decisions for your organization.
Do you have any questions about the business or the role since your first interview?
This question gives them the opportunity to clarify any doubts they may have and to demonstrate their level of interest and engagement.
Furthermore, asking questions helps to fill any gaps in the candidate's knowledge and shows their preparation for the interview. However, some candidates may be nervous, so it is important to create a comfortable and supportive environment.
Remember that this is an opportunity for both the candidate and the interviewer to learn more about each other and make an informed decision.
How has your job search been going so far?
If you ask this question in a second interview, you can gain valuable insight into your competition and the challenges you may face if they are selected instead of you. You might find out about other positions they've applied for and their current status in the hiring process.
If they've recently attended multiple interviews, you may have to wait longer for their response or come up with a counteroffer to stay competitive. It's important to ask all candidates the same questions during the interview process to avoid discrimination or bias.
What skills do you think are required for this role?
This can help you evaluate their comprehension of the position and their ability to think critically. It also gives them a chance to showcase their skills and how they align with the job's requirements.
This can give you a better understanding of their expectations, interpretation of the job description, and ensure they have a clear picture of the responsibilities involved. If there are any misunderstandings, you can clarify them, promoting transparency and reducing any future confusion.
Ultimately, this approach can lead to better retention rates as candidates have a thorough understanding of the position before accepting an offer.
What are the reasons you might not be suitable for this role?
The response can reveal their level of motivation and attitude towards success. If a candidate expresses a willingness to learn and improve, this indicates a growth mindset, which is a valuable trait in any role.
In contrast, if a candidate has a fixed mindset and believes that they cannot improve upon their abilities, they may not be suitable for the position.
Therefore, asking this question can help identify the candidates who have the potential to grow and contribute to the organization.
What changes would you suggest at this company?
This question allows them to provide valuable insights into their potential challenges and how they could overcome them. It can also reveal their motivation for success.
If they express a willingness to improve and be trained, it could indicate a valuable candidate with a growth mindset. Such individuals have more potential to learn and develop than those with a fixed mindset who believe they cannot improve in certain areas.
What is the lowest salary you hope to earn from this role?
It's important to ask applicants what their minimum salary expectation is for the job. It will help you to understand their salary expectations and gives you an opportunity to manage them if they're too high.
On the other hand, the applicant may have done their research and found that the salary you're offering is lower than their worth. You may have the chance to increase your offer to match their expectations if you feel they are worth it.
How would you describe your ideal work environment?
The answer for this question will help you gain useful insights into their personality and work style.
If their ideal work environment is similar to yours, then they are more likely to be a good fit for your company culture. Hiring someone who is not a cultural fit can lead to dissatisfaction and increase the likelihood of them leaving.
On the other hand, if a candidate describes a work environment that is vastly different from yours, they may not be a good match for your company and could end up being unhappy and leaving later on.
How soon would you be ready to start this role?
This question will determine the candidate's availability and professionalism in the hiring process. It also helps to compare candidates based on their responses.
It is important to note that if a candidate mentions leaving their current job without giving notice, it could be a red flag for your business. Therefore, asking the right questions during the hiring process is crucial to finding the best fit for your business.
After meeting with a candidate for a second time, you should have a better understanding of their skills and abilities, and whether they would be a good addition to your team.