Handle Multiple Job Interviews
Edited by Lor777, Anonymous, Alma, Florence I. Edim and 2 others
When you interview with a company, you may be asked to participate in more than one interview if you become a strong candidate for a particular job. Your initial interview is the most critical, because it is your first time to generate serious interest in you from the employer. When you succeed in making a favorable impression on an initial interview, an employer may ask you to visit the company for a second or third interview. The focus of each of these interviews will be a little different as you move from gaining an employer's initial interest in you to convincing the employer that your qualifications are better than those of any other candidates. Multiple interviews are usually common for candidates who are being seriously considered by a prospective employer to fill a position.
Interviewer Topics Covered during the Initial Interview
- 1First Impressions:Greeting and introduction; small talk about traffic conditions, the weather, the record of the basketball team.Advertisement
- 2Your Record:Work experience, and activities and interest.Advertisement
- 3Your Career Goals:Type of work desired; immediate objectives; long-term objectives; interest in this company.
- 4The Company:Company opportunities; where you might fit in; current and future projects; training programs.
- 5Conclusion:Further steps you should take; Further steps the company will take; cordial farewell.
Things the Interviewer will Look for during the Initial Interview
- 1First Impressions:Firm handshake, eye contact; professional appearance and dress; good manners; poise.Advertisement
- 2Your Record:Work experience, and activities and interest.
- 3Your Career Goals:Realistic knowledge of strengths and weaknesses; preparation for employment; knowledge of the company.
- 4The Company:Informed and relevant questions; indicators of interest and answers; appropriate, but not undue, interest in salary or benefits.
- 5Conclusion:Candidate's attention to information as a sign of continued interest.Advertisement
Second interviews are conducted to allow the candidate and prospective employer the opportunity to discuss in greater detail the available job and whether or not the candidate's qualifications and career goals match the job opportunity. A second interview helps both the employer and the candidate to determine if they are the right match for each other. Second interviews are conducted in different ways. As the job candidate, you may be asked back to speak with your first interviewer again or to interview with others in the company. For example, if your first interviewer was from the human resources department, your second interview may be with the head of the department in which you would be working. Very often, the human resources department screens potential candidates for department heads to interview, and the department head actually makes the hiring decision.
On your second interview you may be interviewed both one-on-one and with a group of other candidates. This method is sometimes used to determine how well you interact with others. Bringing in a group of applicants is also a way for some companies to show the candidates the company and talk about it history or future. During the second interview, you should be prepared to ask a lot of the more detailed question you didn't discuss the first time. It is more appropriate to discuss salary and benefits during a second interview than during the first interview.
Third interviews are not the norm, but many companies conduct them with the one or two top candidates for the job in order to make a final decision. By the third interview, many employers feel familiar enough with the candidate to extend a job offer. Benefits and salary are almost always discussed in detail during a third interview because by this time the employer is dealing with only the most serious candidates.
Questions and answers
Why do companies conduct multiple job interviews?
one of the best accomplishments of personnel or human resource department is to hire the best people who can contribute their skills and talents to the company. Companies really capitalize on human assets to make sure that they will not suffer the consequences of hiring mistakes. That is why companies used multiple job interviews to structure their own hiring procedures. The objective of this multiple job interview process is to make sure that they are selecting the best candidates according to the specific job orders. As much as possible companies avoid the following hiring mistakes which add to their expenses:
*Hiring a candidate on the basis of eloquence during job interview. There are candidates who are really gifted with the interpersonal skills or the ability to speak in front of anyone. That is why they are hired because of first impression. But sometimes job interview is the end of all the company expectations.
*Hiring a candidate who is not really skilled to perform the job. There are candidates who are really knowledgeable during job interviews. But sometimes these candidates do not have the actual hands-on training or experience to handle skilled job. For example, personnel would hire an aircraft mechanic on the basis of the impressive resume and academic credentials. But, supervisors for aircraft mechanics will not only look at those factors. They have this tactic of touching the palm of the mechanic to make sure that the person is really skilled to do hands –on job. Supervisors for aircraft mechanics are the most reliable personnel who can identify if the applicant knew how to handle certain tools for the job through trade tests.
*Hiring a candidate on the basis of looks during job interview. Sometimes male personnel will be visually attracted to a woman candidate who is really pretty and sexy so they made judgment on the initial screening.
*Hiring a candidate on the basis of recommendations from co-employees.Although recommending the former colleague is an indeed effective source of background check. A sound reference is not the only consideration to measure the ability of the applicant to do the job.
*Hiring a candidate who has psychological problem. Sometimes there are applicants who look normal in the interview. Later on, when the employee is triggered with stress in the job that is the time when company discovers certain psychological disorder of the employee. So it is best that neurological or psychological tests should be part of the stages of multiple job interviews.
Tips Tricks & Warnings
- Knowing what to expect at an interview, will help you interview successfully.
- The real key to your success will lie in your ability to stand out from other job candidates.
- Mastering effective interviewing techniques early on will also enable you to make successful moves throughout your career.
- A job offer is worth the effort.
- If you have problems with any of these steps, ask a question for more help, or post in the comments section below.