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.