When it comes to hiring someone to work remotely or on a hybrid basis, there are two types of interviews you can conduct.
The first one could be more formal and done remotely, while the second one could be either more demanding or more casual and done in person.
This approach allows you to get 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; 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.
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 aspirations can provide valuable insight into their potential fit within your company.
A direct reference to your business suggests a desire to stay and contribute to its success. Additionally, this question can reveal aspects of their personality, such as honesty and passion.
Understanding their priorities can help you make informed hiring decisions.
Do you have any questions about the business or the role since your first interview?
It's always a good idea to ask your candidate if they have any questions about the business or the role since their first interview. This gives them the opportunity to ask any questions they may not have thought of during the initial interview.
It also shows how much effort they have put into preparing for this interview. If there were any gaps in their knowledge, they can be filled now. However, if they don't ask any questions, it could indicate a lack of interest or engagement.
Keep in mind that some candidates may be nervous, so be sure to create a comfortable and supportive environment.
How has your job search been going so far?
Inquiring about this during a second interview can provide valuable information about your potential competitors and the obstacles you may encounter if they are selected as the top candidate.
You may learn about other positions they have applied for and their current status in the hiring process. If they have recently attended multiple interviews, you may need to wait for their response or come up with a counteroffer to remain competitive.
It is important to ask everyone the same questions during the interview to avoid any discrimination or bias.
What skills do you think are required for this role?
This allows you to gauge their understanding of the position and their ability to think critically. Additionally, it provides an opportunity for them to highlight the skills they possess and how they align with the requirements of the role.
By doing so, you can gain insight into their expectations, interpretation of the job description, and ensure they have a clear understanding of the responsibilities involved. If there are any misconceptions, you can clarify them, promoting transparency and reducing the likelihood of future misunderstandings.
Ultimately, this approach can lead to improved 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?
Giving candidates the opportunity to reflect on what they might need to improve on allows them to think about challenges and solutions – how they would overcome any professional issues they may face in the role.
The positivity or negativity in their answer will give you an idea of their own motivation for success.
If their answer mentions them improving and being able to be trained, you may have a more valuable candidate than you think. Someone with a growth mindset has much more potential to grow and learn than someone with a fixed mindset who only believes that if they can’t do something now, they never will be able to.
What changes would you suggest at this company?
This question allows them to consider potential challenges and how they could overcome them. Their response can also give you insight into their motivation for success.
If they mention 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?
The answer to this can give insight into the candidate's salary expectations and provide an opportunity to negotiate if necessary. Additionally, the candidate may have done research and determined that the salary being offered is lower than the market rate.
If the candidate's worth matches their expectations, you may have the opportunity to increase your offer accordingly.
How would you describe your ideal work environment?
This can give you valuable insights into their work style and personality. If they describe an environment that is similar to yours, then they are more likely to be a good cultural fit for your company.
Hiring someone who is not a cultural fit can lead to dissatisfaction and increase the chances of them leaving.
On the other hand, if a candidate describes a work environment that is very different from yours, they may not be a good match for your company and could end up being unhappy and leaving later.
How soon would you be ready to start this role?
It's a common question, but an important one since bringing on new employees can be a logistical challenge. It can also be a way to compare candidates based on their availability and professionalism in conducting themselves during the hiring process.
If a candidate mentions leaving their current job without giving notice, this could be a red flag for your business as well.
Ultimately, asking good questions 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.