A list of the 10 most common leadership interview questions.
A second interview is a chance to test impressions made in the first interview, dig deeper into previous roles, test knowledge and qualifications, and discover more about the candidate’s personality and how it will fit with the rest of the team. If you like them then it’s also time to start selling them on the role. You’ll also want to ask questions you weren’t comfortable asking during the first interview.
Second Interview Questions:
1. What do you think your biggest contributions will be in this role?
Now that they know more about your company they should be able to tell you more about how they expect to contribute.
2. What do you see yourself accomplishing in your first 30, 60, and 90 days?
This will help you get a sense of what their goals are from the beginning.
3. We talked about a salary previously. Does that still work for you?
Try to touch on salary expectations in each interview. If they are actively interviewing their salary expectations may be changing. You should know if competitors are attracting them with a higher wage.
4. Are there any questions from the first interview you’d like to answer again?
Sometimes a great candidate isn’t great at answering questions on the spot. They may have recalled some important details since the last interview that will help you make a better decision.
5. What are your career goals?
The answer to this question will help you to get a sense of how the candidate will fit into your company and contribute over the long term.
6. Do you have any questions about your first interview?
Allow the candidate to ask follow-up questions based on the first conversation that you had. This could help them to clarify details that they may have not understood.
7. What would you like to change about this company?
Asking someone what they would like to change will give you insight into their skills and help you to see ways that they might benefit your business with their creativity.
8. Can you tell us more about your current job?
You probably asked the candidate lots of questions about their current job in the first interview, but if you want to know more, this is a chance to dig a little deeper.
9. What challenges are you lacking in your current role?
Find out if there are any projects that the candidate would like to be involved. New challenges can be exciting for a motivated individual.
10. Are you able to multitask at work?
Most workplaces have several projects on the go at the same time, and priorities can change with deadlines. You should find out if your candidate has the skills to juggle multiple tasks/projects at the same time when necessary.
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FAQ's
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A second interview is a follow-up interview. This gives employers the opportunity to evaluate first impressions, learn more about a candidate’s experience and skills, and test their knowledge.
The goal of the second interview questions is to help the interviewer or panel visualize the candidate in the role.
- What was the most difficult decision you ever had to make on the job?
- How would you handle a difficult client?
- What type of work environment do you prefer and why?
- Have you ever been in a situation where you were asked to do something you felt was unethical? What did you do?
- What would you do in your first year to establish yourself in the company?
- Review notes from the previous interview.
- Review the candidate’s resume.
- Write down any questions you have.
- Check to see if other stakeholders have questions.
- Review the job description.
- Block out enough time to go in-depth.
The time from interview to a job offer is generally around two weeks. During this time, gather your notes and evaluate which applicant is best suited for the job. Consider asking outside help if you’re unsure of which candidate to choose. Alternatively, you can introduce an assessment or conduct another interview.
- Re-ask important questions you asked in the first interview.
- Ask specific questions about how they’ll contribute to the company.
- Dig deep into any roles that lasted less than two years.
- Watch out for candidates that mention a lot of personality clashes.
- Confirm that salary expectations have stayed the same.
