Why You Need to Conduct Second Interviews With Candidates

Businessman in Waiting Room

You’re searching for a great candidate. You receive a resume from a top-notch contender. You conduct a phone screen; they ace it. You invite them in for an interview and you’re immediately impressed with their skills and experience.

You should definitely extend an offer, right?

As one of the top staffing services in Tempe, PrideStaff knows that hiring is a big decision. One misstep can have serious consequences. That’s why you should always conduct a second interview – even when you’re almost certain you want to hire a particular candidate.

Why? The phone screen and first interview likely focused on the candidate’s basic skills and experience. What qualifications do they bring to the table? What are their career goals? Why do they want to work for your company?

But you need to go beyond the basics to ensure you’re hiring the right person for the job. And just one interview typically won’t cut it. You have to bring them in for a second interview in order to:

  • Gain a deeper understanding of the candidate’s qualifications and cultural fit.
  • Confirm your level of comfort with them.
  • Get insight and perspective from others in the company about a particular candidate.
  • Have more of an opportunity to market your business to your top picks.

To help you in your second interview, here are some tips to follow:

  • Add to your interview team. During the first interview, each candidate may have met with HR and the hiring manager. The second interview should include any executives who would work closely with the new hire, as well as potential co-workers and internal customers.
  • Plan at least a half-day for the interview. Most job candidates can “fake it” for an hour or so. But if they’re on site for half a day or a full day, it’s harder to project a false image. So plan on interviews, an office tour, and a meal so you can gain full insight into the candidate’s social competence and interpersonal skills, as well.
  • Ask for specifics. By the second interview, a candidate should know a good deal about your company. So ask about any ideas they have for the position and what they’d like to contribute if chosen for the job.
  • Be prepared to answer questions. A second interview also gives the candidate an opportunity to better assess whether the job is right for them. Look for smart candidates to ask meaningful questions that help them evaluate the position more thoroughly.
  • Assess any homework assignments or testing. The second interview is the time to see or hear results from any job related testing or projects you assigned. These will give greater insight into a candidate’s enthusiasm, thought process, thoroughness and experience.
  • Promote your opportunity. Don’t forget: The best candidates have choices. That’s why it’s important for you to demonstrate why a candidate should want to work for your company. Talk about the benefits and perks. Ask employees to share stories about what they like about working at your company. And explain how your opportunity can help a candidate achieve their career goals.

The bottom line is that a second interview gives you the opportunity to ensure you’re hiring the best person for the job. Don’t pass it up!

Would you like to outsource your interviewing or hiring process to the experts?

Call PrideStaff. As one of the top staffing services in Tempe, we can help you with every aspect of hiring – from sourcing candidates to interviewing and reference checking. Contact PrideStaff today to learn more about how we can help you.