QUESTIONS TO ASK DURING THE FOLLOW-UP INTERVIEW
You’ve managed to get through the first round of interviews with your candidates. You’ve gone over your findings with your supervisor and/or the department manager for which you’re hiring. Now it’s time to schedule secondary interviews with your top candidates. So what will you be asking these candidates? What do you need to do to really get not only a better understanding of what makes these individuals tick but what will help you make the best decisions for your organization? Have no fear, we’re here to help!
Here’s a few questions and topics to address during follow-up interviews. We’ll provide you with a few questions as well as what we feel are appropriate responses.
- Why do you feel you’re the best candidate for this position?
- With this question, you’re looking to find out how your candidates view themselves. Also, this will help you see just how clear the candidate is on the requirements of the position. The ideal answer will outline specific job duties as well as the candidate addressing how they will accomplish specific tasks and any outlying issues that may arise during the course of these duties.
- What contributions do you plan on bringing to our organization?
- This question will allow you to be sure that the candidate is now knowledgeable about your company. Any truly prepared candidate should, at this point, be clear on not just the duties and requirements of the position but also your organizational goals and your companies’ overall mission. You should expect a positive answer reiterating interest from the candidate on being a part of your team.
- What are your salary requirements?
- This question is for hiring managers that have not publicly listed a salary, hourly rate or particular salary range depending on the candidates’ experience. Your candidate SHOULD have taken the time to research the salary range for the position and provide you with a realistic expectation. That said, we recommend that you be transparent with your candidates and if you have a set salary range for the position making sure the candidate is clear on this prior to the question.
As we said earlier, the second interview is a great chance to get into specifics with your candidates. A lot of hiring managers make the mistake of over-complicating the follow up interview with curve-ball questions and off-the-wall behavioral lines of questioning. Use this interview to gain valuable information about your candidates as well as to provide the candidate with more-specific information about the position and your organization.
Remember, you’re trying to find the best possible people for your organization.