Second interview questions to ask candidates

3 mins read
Second Interview Questions

almost 2 years ago

​​​​The second interview may seem like there is a light at the end of the tunnel after weeks of recruitment to find someone for an opening at your business. Your previous interviews have removed candidates who don't fit the role, which leaves only a handful of people, one of whom you most certainly will be working with in the near future. But working out who this person should be is often decided by running a second interview.

The second interview is an important comparison task for you and your team and therefore the questions you use need to give you some real insight into the person you may employ. Yet, just as in your first round of interviews, asking the right questions can be crucial in order to understand if a candidate is suitable for the role.

Although there are never a fixed set of questions to ask in the second interview, here are our selection of questions for employers to ask which will hopefully allow you to understand a candidate more fully before making a decision on who to hire.

Second interview questions to ask candidates:

What are your personal long term career goals?

The way your candidate answers this question will give you an insight into where they would position themselves within your company in the long term. If they answer directly referencing your business then they are thinking of remaining within the company for the future and will work hard towards achieving their own career goals whilst working hard for the business. It also allows for you to gauge their personality as their honesty will be very important when making a final decision about who to hire.

Do you have any questions about the business or the role since your first interview?

This gives your candidate the opportunity to ask questions they may not have thought of during the nerve-wracking first interview. This is good for both of you as it allows you to see how much they have prepared for this interview but also gives them the chance to ask the really good questions they probably thought of on the journey home from the first time they met you.

What skills do you think are needed for this role?

This does not directly ask them what they could offer but questions their ability to comprehend the role and think critically. It then invites them to state the skills they have and how they compare with what they think is needed.

Why would you not be suitable for this role?

This asks your candidate to think about problem and resolution - how they would overcome any professional issues they may have in the role. How positive they are in answering this question gives you an idea for their own motivation for achievement.

What changes would you make at this company?

This invites your candidate to analyse the business constructively from the research they may or may not have undertaken prior to the interview. It gives you the opportunity to see how they would deal with negative questions and how they would positively bring about change. Good answers could include more specific training or offering more responsibility to certain members of the team.

How soon would you be able to start this role?

This is quite a typical question but an important one as the logistics of taking on new staff can be an administrative nightmare. It can be purely comparative as some candidates will be able to start sooner than others. It also shows their commitment to their current roles and how professional they are in their conduct. If they mention leaving their current position without serving notice they may do this to your business as well.

Ultimately, good questions are essential in establishing who will be best for your business. Hopefully, having met with a candidate for the second time, you will have a much better understanding of their skills, capabilities and – most importantly – whether or not they would be a good fit for your business.

New call-to-action

You may also be interested in...

The biotech boom: considerations for sustained sector growth
3 mins read

The biotech boom: considerations for sustained sector growth

​In recent years, the World has witnessed a remarkable resurgence in the biotech sector.

This surge is reshaping the landscape of life sciences – growing from USD 366.7 billion in 2022 to USD 412.2 billion in 2023. Recent developments in biotech innovation address some of the world’s most pressing challenges, from human health to environmental degradation, to food security.

Biotech growth in the world

Scientists are making great leaps in gene-editing technology – heralding a new era of possibilities in enhancing cell research and, ultimately, curing infectious diseases.

One exciting venture is the Synthetic Yeast Genome Project, the creation of synthetic versions of all the organism’s chromosomes. This breakthrough has paved the way for designer yeasts with metabolic pathways tailored to make biofuels from diverse materials.

This example shows the sector has come a long way – creating a strong foothold for innovation. There will always be challenges. These challenges include the need for strong financial support, top research institutions, a thriving startup environment, and skilled scientists and researchers.

Biotech companies in Cambridge, Oxford, and London are using advanced technology to solve important scientific problems, leading to new job opportunities.

Developing a highly skilled industry

Let’s look at two key job roles needed to continue the sector’s growth.

Molecular biologists, especially those with expertise in cell line engineering, are crucial for the development of robust and reliable cell models that are essential for drug discovery, therapeutic protein production, and understanding complex biological processes. Their ability to manipulate and optimize cell lines can significantly accelerate research and development timelines.

Specialist bioinformaticians play a pivotal role in managing and interpreting the vast amounts of data generated by modern biotechnological processes. Their skills in data analysis, algorithm development, and computational biology are indispensable for translating raw data into meaningful insights, thus driving innovation and progress in the field.

Together, these experts contribute to the cutting-edge advancements that define the biotech industry and are needed to keep businesses on an upward trajectory.

Gene-editing leading the way

At the forefront of this biotech revolution is gene-editing technology, which holds immense promise in curing infections and revolutionizing cell research. Nobel prize-winning CRISPR tech, in particular, has emerged as a powerful tool for precisely modifying genes, offering unprecedented opportunities to address genetic diseases and develop new theories around treatment.

Gene editing’s impact on infection treatment is profound. It offers the potential to drive out persistent viral infections like the aforementioned HIV, presenting new options in the fight to find cures. Its role in combating the Covid-19 pandemic also highlights the versatility and promise of gene-editing as an antiviral modality.

By precisely targeting and disabling viral genes, researchers are paving the way for advanced treatments that could render once-deadly infections manageable or even curable.

The power of investment

While the potential of gene-editing technology and other biotech innovations is undeniable, the discussion will once again turn to investment to keep advancing research. As the boundaries of scientific innovation are pushed, extensive life sciences funding can drive several positive outcomes, including:

  • Research and development: increased investment enables biotech companies to accelerate their research and development efforts. Scientists can explore novel therapies, diagnostics, and technologies that address critical health and environmental challenges.

  • Clinical trials: funding supports clinical trials, allowing promising treatments to advance from the lab to real-world applications. These trials are essential for validating safety and effectiveness.

  • Job creation: a thriving biotech sector creates jobs across various disciplines, including research, manufacturing, engineering, and product development. Employment opportunities contribute to economic stability.

It’s worth noting that once investment is secured, there needs to be substantial collaboration between academics, industry leaders, and personnel at regulatory bodies to help steer towards scientific breakthroughs, economic prosperity, and global influence.

Looking ahead

Harnessing the collective expertise and skill of the biotech community could lead to an opportunity to redefine cell research and provide universal access to life-saving treatments. This means that policymakers hoping to boost the biotech industry need to listen to the wants and needs of the sector, including the importance of R&D tax credits for research-intensive startups, the ongoing availability of patient capital, and the need for funding and facilities that can be scaled up when necessary.

Looking for your next hire or considering your next career move in the scientific space? Contact our specialist consultants today.

Promoting career development benefits the hospitality and leisure sector and your company
4 mins read

Promoting career development benefits the hospitality and leisure sector and your company

​Opportunities to upskill and progress exist in every sector – most people don’t realize that hospitality and leisure are no different. Understanding how to upskill your staff and allow them to develop is the key to finding professionals to fill senior roles and create a pipeline of experienced candidates in your business.

Hospitality and leisure are an industry that allows you to work anywhere in the world. Many people have experience in the hospitality sector, yet don’t realize they are on the first rung of a career ladder which could take them all over the world.  Providing your employees with the tools to develop will only add value to your workforce and, in turn, your business. Any investment this costs you will be rewarded in the long run, as talented professionals will want to work for you and will be loyal to your business.

Hire adaptable workers with the right potential

Thinking about how you can develop a candidate before you even hire them will enable you to find employees who can adapt well to any hospitality role. Technical skills are easier to teach, but soft skills are fundamental. The key skills for success in hospitality and leisure are being good with people and the ability to handle stress.

Candidates with hobbies like traveling could also have the potential to go far in the industry. That’s because these individuals often have the drive to get ahead and like to work flexibly.

Qualifications and experience aren’t always the most essential things when you first hire someone. As long as someone has the right potential and drive, they can accrue this over time and you can start developing them into the perfect employee. 

Encourage and support the development of your employees

Fewer people are entering courses related to practical skills needed in the industry. It would benefit you to encourage your staff to take part in relevant courses to their role, to show them the benefits of a long-term career in hospitality.

Technical skills needed in the industry can progress through being a good leader and guiding your employees every step of the way. Trusting people with more responsibility can give them the confidence to aim for a more senior position or improve productivity in their current role.

Opportunities – give your staff a chance to utilize their skills and reach their full potential.  

Experiencing a variety of tasks will allow them to understand which way their career could progress. For example, one of your reception employees might dream of being a chef and want to gain some experience in the kitchen. Allowing some time for this opportunity can create a loyal and multi-skilled professional. You could even find you have yourself an employee who can work across a variety of roles. These workers would be your biggest asset.

Alternatively, your kitchen staff might want an opportunity to improve their social skills – this could be achieved by letting them do some shifts, working directly with customers or guests. Professionals in the hospitality and leisure sector should have these skills, especially when aiming for senior positions.  Having experienced staff who understand all operational aspects will improve the way the whole team works, boosting your level of customer service.

Education – companies who can afford to invest in their employees’ careers and support them are more likely to attract the best candidates. They will also see a great return on that investment. Providing opportunities for them to join courses to upskill or gain some extra industry insights can create grateful employees and a good reputation for your business. 

Language courses can also be handy, for both personal and professional development in hospitality and leisure. In certain areas of the industry, especially working in a hotel, your customers and guests are likely to come from all over the world. Language skills aren’t essential to the business, but they can be valuable, and a good way to encourage your employees to be more personable with guests. Better communication will create better guest experiences.

Helping your employees with their education doesn’t just mean buying them a training course. It could mean providing flexible working hours to fit their course schedule, or even just some positive reinforcement while they study. 

Professionals looking for work in hospitality will flock to your company if you earn a reputation for encouraging a growth mindset and personal development. The key is asking your staff what they would like to improve about themselves and supporting them. You will not only boost your business but improve skills across the entire hospitality and leisure industry.

​Are you looking for a hospitality and leisure professional, or your next career opportunity? Get in touch with us now.

Transformative talent: how career changers can enrich organisations at any age
3 mins read

Transformative talent: how career changers can enrich organisations at any age

​Career changes can help reignite passion for work and are a courageous step at any stage of life. Whatever rung of the corporate ladder an individual has reached, daring to push beyond their comfort zone into a new industry or type of role should be viewed positively by employers. Many workers are looking to fulfil ambitions their original career path couldn’t offer, and after years of experience in a particular sector may be ready to sidestep into something new.

One of the key advantages career changers bring to the table is a wealth of experience gained from diverse industries. Unlike individuals who have followed a linear career trajectory, those who transition between professions bring a multifaceted perspective that can prove invaluable in problem solving, decision-making, and innovation. Their skills and knowledge, acquired over time, can help shape how a team works and even contribute to organisational culture. For example, ex-forces personnel can strengthen communication, discipline, teamwork and leadership in business. 

Here are some other common attributes of those who change their career: 

Resilience

Career changers inherently possess the often-overlooked skills of resilience and adaptability. Navigating the complexities of change, be it industry shifts, new technologies, or different organisational cultures, is second nature to those who have successfully made a career transition.  

This adaptability enhances personal growth and helps employers who rely on teams rolling with operational changes. Resilience under pressure can ultimately save an organisation – whether through an understanding of the nuances of crisis communications or in making board-level decisions.  

Diversity of thought

Career changers, with their varied backgrounds and experiences, inject fresh ideas and approaches to the workplace. This diversity of thought can widen the outlook of a team, influencing new business partnerships, ways of working, as well as cultivating innovation.  

Diversity and inclusion are fundamental to business practice, but many leaders in today’s tech-oriented workplaces are relying on the generation most immersed in digital tools and practices to run the show, discounting those with other capabilities and aptitudes.  

Soft skills

Transferable skills learned across different sectors/industries can be highly beneficial in business, but soft skills are invaluable. Our recent research highlights a new focus among employers to prioritise soft skills over experience in the wake of candidate shortages– good news for career changers who have had years to hone expertise in negotiation, influencing and problem solving. 

Organisations should take steps to challenge age-related stereotypes and welcome those seeking new career journeys. Aside from strength of character, their experience may cover everything from public speaking, networking, customer service to management skills.  

How to attract career changers to your organisation

While the benefits of career changers are evident, it is essential to address the prevalent issue of age bias in the hiring process. The majority of career changers will be people with many years of experience behind them – making their perceived ‘fit’ into a team of younger people a potential issue for millennial leaders/hiring managers. 

A more relaxed approach to role requirements in job adverts can capture the interest of a wider range of people – after all, technical skills can be quickly learned but emotional intelligence, the confidence to experiment, and strategic thinking are harder assets to find.  

Promote stories of career changers who’ve made a difference to your organisation – add case studies and videos to your careers site of employees who found their way into their dream role from other industries. Invite them to become employee ambassadors, attending industry and careers events to help with recruitment. 

Most professionals looking for a different challenge are set on doing meaningful work, rather than trying to climb the corporate ladder or embellish their CVs. Someone who shows genuine passion for an industry or role, regardless of experience, could be your best hire this year. 

Looking to hire experienced professionals for your team? Our experts recruit across 20 sectors and are ready to help you find your next perfect hire. Contact one of our specialist consultants today.