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What You Should Ask in the Follow-Up Interview

∞ posted 4 weeks ago in HR Human Resources Follow-up Interviews contains 2 notes

by Randy Clark

In a previous post, I discussed interview techniques for prospective employees during the initial pre-selection interview. The initial interview is typically proceeded by a follow-up interview — an integral part of the process. I’ve found a follow-up interview works best when centered on the following questions:

• Follow-up questions for determining the candidate’s understanding of information previously shared
• Probing questions about their previous position(s) and how the candidate may or may not fit the culture of your organization
• Behavioral questions designed to determine the candidate’s ability to complete tasks and work with the team

With multiple interviews, I recommend a couple managers conduct them. The insights of TWO managers are usually better than ONE, as I’ve often missed a pertinent aspect another interviewer had found. I believe the manager who’ll directly manage the employee should conduct the follow-up interview; this helps the manager bond with the candidate, establishing a direct report relationship.

The purpose of the follow-up interview is to determine if the candidate fits the culture of the company, has the skills to complete assigned tasks, and understands the responsibilities and expectations of the position. Although the first interview should have confirmed whether the candidate fits the hiring profile, it’s prudent to check the profile with a few questions such as:

• What’s your proudest accomplishment?
• What motivates you (ex: money, recognition, being part of a team, a boss you can talk to, a feeling of accomplishment)?
• What was your most recent self-improvement?

Ask open-ended cultural and behavioral questions

• What was your favorite job and why?
• What group of people did you work well with in the past?
• Whom did you not work well with? Why? Give me an example, etc.
• What goals can our organization help you achieve?
• Why do you want to work here?

Regardless of the questions, quizzes, and research conducted during an interview process, mistakes will be made. However — by following a system, considering what traits make the best candidate, and following through — the number of bad hires can be limited.

You can download my follow-up interview form, and if you’d like more on the recruiting/interview process, see my previous posts:

Recruiting is not a Nuisance

Where are the Best Employees?

Getting Recruits in the Door

How to Create an Interview Profile

8 Quick Tips on Conducting Employment Interviews

How to Avoid Costly “Bad” Hires

7 Often Overlooked Interview Techniques