Getting through the first interview is enough pressure, but having to go through a second interview – what else is there to talk about?
I worked for a company that had a pretty extensive hiring process and I had to manage it all. Though it was a lengthy process, it really weeded out the candidates so that the company was sure to have the top candidates to choose from for the position.
First I had to sort through a stack of resumes and pick out any that stood out to me. I did this by first scanning over all resumes and setting aside any that deserved a second look. (All the others, unfortunately, would go straight to the recycling bin – which is why it is so important to submit a solid resume). I’d then go over the pile that I had set aside in more detail, looking through the work history, checking for any misspelling on the resume, and again separating into the ‘yes’ and ‘no’ piles. When I had a final stack of about 10 candidates, I’d then contact them for the first interview.
I would conduct the interview with the candidate, asking all sorts of questions (I take a lot of pride in my questions asked which makes me a tough interviewer—many unexpected or challenging questions). The resumes of the candidates that impressed me and captured my attention through conversation were then sent through to my boss. I’d make notes about what I thought were strengths of each candidate and even jotted down what I thought were weaknesses that would need to be practiced or changed if they joined the company.
Finally, my boss would have them come in one additional time to meet with the entire team – it was a fairly small office – where all employees came ready to fire off questions.
This type of second interview is pretty popular, and though it can be uncomfortable for the candidate to sit in front of the firing squad, it is also a crucially helpful way to see if the candidate fits within the work environment of the company. This means that the employees feel that they would share the same or similar dynamics of the office, that the candidate would be a quick learner, that they’d provide the customer service that is upheld by the company, and any other qualities the company would want in their new hire. Sometimes a second interview is more focused on the character of the candidate rather than the qualifications.
Team Work Makes the Dream Work
People have to get along. If personalities clash within the office, that can build stress and dysfunction in the workplace. To make the company run efficiently, the personalities of the employees must be compatible to that of the new hire.
This is not to say that different personalities can’t get along – there should always be respect between you and ALL coworkers, but if there are any major differences that could through a wrench in the well-oiled machine that is the company, then the company might think twice before hiring that candidate.