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SECOND INTERVIEW
Almost all of what applies to first interviews applies to subsequent interviews, because
you are usually meeting more people from the same organization for the first time.
The greatest difference is likely to be in the level of understanding that you have
about the organization. There can be numerous variations: you may interview first
with a human resources staff person and then be invited to return to meet several
more people; you may have a successful on-campus interview and then be invited to
the home office to meet other people; you may in fact be interviewing with one
person who is so impressed that he or she immediately calls a colleague to ask if
that person has time to meet you.
If time has passed before you are invited to return for further discussions, take the
opportunity to reflect on your first conversation. The second interview is your
opportunity to show that you have listened and learned. The more details you know
about a position, the more successfully you can communicate your ability to meet
its requirements. Think about what you know the employer is looking for and describe
elements of your background and skills in such a way that you show that you have
those specific qualifications. A candidate who can take information learned in a first
interview and apply it in later interviews will be considered an astute observer and a
quick study.
If you have been saturated with information about the organization, position, training
program, benefits, and anything else that might apply, certainly your interviewers will
understand if you don’t have a long list of questions to ask. The preferred option,
however, is to formulate a few new questions, perhaps more detailed or more
sophisticated, based on what you have learned.
As with a first interview, it is important to be attuned to the position of the
person with whom you are speaking. On a day- or half-day-long series of interviews,
you may have the opportunity to ask questions of someone who would be your peer,
someone who would be your supervisor, a representative of the human resources
office, and the president or director. They will each provide a different perspective and
knowledge base.
The keys to managing the interview process successfully are preparation and practice.
If you are dilligent at both, you will present yourself in the best possible light and will
be recognized by employers as a strong and effective candidate. Good Luck!
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