Second Interview Questions to Help Break Down Your Candidate Pool

Second Interview Questions to Help Break Down Your Candidate Pool | THE RIGHT STAFF

Completing your first round of interviews helps determine which candidates seem to fit the position. Asking second interview questions helps break down your candidate pool even further.

The questions you ask during the second round of interviews should further draw authentic candidate responses. This helps you uncover more information about which candidates should advance in the hiring process or receive a job offer.

Choose among these second interview questions to help break down your candidate pool.

Is there anything from the first interview that you would like to revisit?

Give the candidate an opportunity to expand on an interview answer they gave that might not have been what they wanted to say. Let them explain their thinking or more clearly answer the question.

Allowing the candidate to add to or restate their answer helps put them at ease. They can better focus on the rest of the second interview questions then.

What is something you did to help someone succeed at work?

Focus on whether the candidate easily recalls a relevant situation or appears to make up a response. This provides insight into whether they are team players who want to help others reach company goals.

Can you tell me about a time when you did not get along with a coworker?

Asking this behavioral style question uncovers how the candidate deals with conflict resolution. Determine the effectiveness of their approach and whether the results benefitted the organization.

How do your skills make you well-equipped for this position?

Pay attention to whether the candidate understands the role and how it contributes to the team and organization. This demonstrates how effective they may be in the position.

Which management style do you prefer?

Gather insight into whether the candidate likely would work well with their manager’s personality and workflow. See how flexible they may be working with a management style different than the one they like best.

Can you share the impact you had in your last role?

Focus on the candidate’s thought process. Determine whether they are process-oriented, people-oriented, or results-oriented.

For instance, a process-oriented thinker may discuss developing and implementing a system to attain company goals. A people-oriented thinker might talk about how the team and organization grew because of their contributions and results. Or, a results-oriented thinker could share numbers and data to detail their impact.

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