The Second Interview: Rubber stamp or bear trap? CANDIDATE SUPPORT
October 2016
FINANCIAL SECTOR RECRUITMENT
The Second Interview: Rubber stamp or bear trap? So much of your efforts go into securing and excelling in a job interview. News of a second interview can be unsettling. Why do they want to see me again? Is the second interview just a box-ticking exercise? Does the employer want to explore doubts they have about my suitability?
Rachael O’Neill Business Manager Asset Servicing
Failure to treat a second interview with the care of the first could result in you losing out. But what’re the main differences between the two? And how do you ensure you shine?
1. Technical On the whole, first interviews tend to focus on the biographical. It is about the employer getting to know you as an individual your career history, motivations, strengths and weaknesses. It’s also an opportunity for you to find out more about the role and the company. In contrast, second interviews dwell more on the technical aspects of the role and explore in greater detail your experience and competence in certain key areas. Expect to be probed on your strengths and skills as related directly to the role.
2. Senior A second interview will normally be held by a more senior interviewer or interviewers. Often an initial interview is with the hiring manager, while the second may involve a senior stakeholder in the business. For example, a candidate applying for a head of operations roles may find themselves begin interviewed by a director of another business area or global location.
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The Second Interview: Rubber stamp or bear trap?
So you may find yourself being assessed on your ability to face off to senior stakeholders, meet demanding deadlines and work collaboratively.
3. Consistent Your second interview should be a progression of your initial meeting, but covering new ground and exploring certain topics in greater detail. However, questions may be repeated from your first interview particularly if the original interviewer isn’t involved in this stage. If this happens, don’t be afraid to repeat yourself. The interviewer either hasn’t heard your answer before or could be probing areas of perceived inconsistency. If you have well-prepared answers from the first interview, don’t be tempted to use examples or circumstances you have just thought of for the sake of originality. They are unlikely to be as considered.
4. Format Some employers like to alter the format for a second interview. It may be a presentation, it may be a panel interview, it may consist of back-to-back interviews. The best advice is to be prepared for all eventualities. Regardless of what is involved, your recruitment consultant should be ensuring you know what to expect.
5. Don’t be surprised if there’s a 3rd stage! The second interview might not be the final one. There may be a third round involving a formal process or an “informal” interview – perhaps incorporating a “meet the team” lunch. Here, your interviewer or potential colleagues might be very relaxed and casual in manner.
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The Second Interview: Rubber stamp or bear trap?
Do not mirror them. You are still being assessed.
Stay focused Candidates often underestimate the importance of the secondround interview, thinking they already have the job ‘in the bag’. But in many cases, a subsequent interview is tougher than the first. Don’t undo all your hard work by misjudging its place within the recruitment process. Rachael O’Neill Business Manager Core-Asset Consulting t: 0131 718 4600 e: rachael@core-asset.co.uk
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About Core-Asset Consulting We are an independent recruitment company dedicated to asset management, accounting & finance, asset servicing, legal and the wider financial services sector in Scotland. A specialist recruiter, our expertise extends across permanent, interim, temporary and contract positions, as well as preemployment vetting and on-boarding services. Working in close partnership with clients to tailor the most effective recruitment strategies, we have the resources to target exceptional candidates - at home or overseas - and match them to roles that encourage them to excel. To do so, we put people before profit, service before sales and ethics above all.
High expertise, engagement and value Initially we made our reputation within Scotland’s asset management sector. But the success of our model has allowed us to expand rapidly. We have developed into the wider financial services market, built an accounting and finance team, established an interim, temporary and contract division, launched a vetting and onboarding service, and expanded into the legal sector.
Helping your business grow Whether you’re wishing to fill a specific position, keen to find out about the latest market trends or just looking for advice, we’re here to help. For more information about the services we offer, please get in touch: +44 (0) 131 718 4600 edinburgh@core-asset.co.uk www.core-asset.co.uk
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CORE-ASSET CONSULTING 37 Melville Street Edinburgh EH3 7JF t: +44 (0)131 718 4600 w: core-asset.co.uk