What You Should Ask in the Follow-Up Interview

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.