在第二轮面试中应该问什么 

招聘过程通常包括几个阶段，在初步筛选候选人之后会进行第二轮面试。在这轮面试，面试官会挑选出一小部分合格的候选人，评估他们是否适合公司。

在第二轮面试中，候选人通常会与招聘经理、招聘团队的另一名成员或首席执行官进行会面。如果候选人之前完成了测试或作业，在第二次面试中，面试官可以聊一聊候选人的相关表现。

第二次面试应该筛选出高意向度员工，所以提问可以更偏向于筛选出价值观与公司使命一致，并有助于实现工作目标的候选人。此外，第二轮面试应该重点关注特定岗位的技能特质，辅助锁定最佳潜在员工。

 第二轮面试问题示例 

· 请分享一个优先级突然改变，你协调配合的具体项目案例。

· 如果多个任务都是相同的截止日期，你会怎么做？

· 我们的竞争对手都有谁，差异化都体现在哪里？

· 我们公司的使命是什么？

· 你对我们的产品/服务了解多少？你以前用过它们吗？

· 你为什么想在这里工作？

· 哪种管理风格最能有利于你的工作？

· 你喜欢什么样的工作环境，为什么？

· 在之前的工作经验中，你做出的最艰难的决定是什么？

· 在初面中，你有什么想要重新审视的问题或答案吗？

 第二轮面试如何评估候选人 

· 询问更深入的第二轮面试问题，以发现候选人的优势和劣势。包括：

   · 基于能力的问题

   · 专业技术的问题

   · 解决问题的能力

   · 情景面试问题

· 你还应该评估每个候选人是否适合你的组织，以及他们是否能够与团队成员合作。问一些有价值的问题:

   · 情商（EQ）

   · 软技能（如沟通、团队合作和领导力）

   · 行为（行为面试问题）

一个成功的员工会在你的公司呆很长一段时间，并提高你的保留率。在第二次面试中，多留意长期职业目标与公司目标相匹配的候选人。

 以下类型的候选人需要高度注意 

· 缺乏准备的人。当你邀请候选人进行第二轮面试时，他们应该准备好与企业相关的面试问题。如果他们无法回答关键问题（例如你的产品/服务是什么），这可能意味着他们对这个职位不感兴趣。通过官网或其他渠道了解公司的候选人表明他们很关心这个求职机会。

· 态度被动的人。能够通过第二轮面试的候选人，他的核心技能已经达到了该岗位的要求，现在候选人和公司都想确定彼此是否合适。因此，如果求职者不进一步追问有关公司或职位的问题，那么他可能对公司的求职意愿不高，你尽量选择一个对公司充满热情的人。

· 求职期望不匹配的人。在第二次面试中，你有机会与候选人进一步讨论这个职位的细节：工资和奖金、工作时间、福利和发展计划。对求职者和面试官来说，开诚布公地说出自己的期望是最好的。如果一开始就有分歧，未来你们可能无法达成一致。

· 抗拒改变的人。在候选人进入后续招聘阶段，或发offer之前，请确保他们能够很好地适应贵公司的未来发展。如果他们一开始就显得抗拒改变，后续可能会损害整个团队的利益。

What questions to ask candidates in a second interview

The hiring process usually includes a few stages: After an initial candidate screening, the second round of interviews takes place. Here, interviewers have selected a small number of qualified candidates to assess how they’ll fit their organization.

For the second job interview, the candidate will generally meet with either the hiring manager, another member of the recruiting team or the CEO. If the candidate has previously completed a test or assignment, during the second interview the interviewer could discuss the candidate’s performance.

The second interview should provide you with a shortlist of potential hires. Choose questions that will help you identify people whose values align with your company’s mission and will contribute to your objectives. For second round interview questions, focus on role-specific skills to help determine the best potential hires.

 Second interview questions examples 

· Please share a specific example of a time when a project’s priorities changed suddenly and you had to adapt.

· What would you do if you were assigned multiple tasks with the same deadline?

· Who are our competitors and what makes us different from them?

· What’s our mission?

· What do you know about our products/services? Have you used them before?

· What makes you want to work here?

· What type of management style best supports the way you work?

· What type of work environment do you prefer and why?

· What is the most difficult decision you have had to make in a previous role?

· Were there any questions or answers that you wanted to revisit from your initial interview?

 How to assess a second interview 

· Ask more in-depth second round interview questions to discover your candidates’ strengths and weaknesses. Include:

   · competency-based

   · technical

   · problem-solving

   · situational interview questions

· You should also assess how each candidate will fit your organization and whether they’ll be able to collaborate with their team members. Ask questions that evaluate:

   · emotional intelligence (EQ)

   · soft skills (like communication, teamwork and leadership)

   · behaviors (behavioral interview questions)

A successful hire will stay with your company for a long period of time and increase your retention rates. During second interviews, pay attention to candidates whose long-term career goals match your company’s objectives.

 Red flags 

· Lack of preparation. When you invite a candidate for a second interview, they should come prepared with a list of questions about your company. If they don’t know important things (e.g. what your products/services are), they mightn’t be very interested in this position. Candidates who have done their research on your company website or via LinkedIn show that they care.

· A passive attitude. Candidates who pass to the second round interview are already qualified for the role, as far as main skills are concerned. Both the candidate and the company now want to identify if they’ll be a good match. Therefore, a candidate who doesn’t ask follow-up questions about the organization or the role might lack motivation. Opt for people who are enthusiastic about working at your company.

· Mismatched expectations. In the second interview, you have the chance to discuss further details regarding the open role: salary and bonus options, working hours, benefits and development plans. It’s best for candidates and interviewers to be transparent about their expectations upfront. If there are early disagreements, it’s likely you won’t be able to see eye to eye in future situations.

· Resistance to change. Before moving a candidate to the last phase or offering them the job, make sure they’ll adapt well to your company’s potential growth. Be clear about your procedures and company culture. If they seem inflexible from the outset, they could hurt your entire team’s performance down the line.