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Executive Appointments; What to expect during second interviews

Lee June 24th, 2014
By Lee

There are many reasons why people are called back for second interviews and this happens more frequently for senior management roles and executive appointments. If the executive recruitment consultant has done their job properly, there will be at least two people on the shortlist for second interview who after the first stage meeting are deemed to have the knowledge, skills and personal traits required to fulfil the role effectively. The second stage interview is usually more rigorous than the first stage and usually involves one or more of the steps outlined below:

More in depth questioning

Being questioned about a specific, real life situation helps the recruiting managers understand how you would cope in difficult and testing circumstances

During your first stage interview with the prospective employer, they will gained an insight into your background and your general suitability for the role. The second interview allows them to dig deeper into areas not covered in detail during the first stage.  “Competency based questions” usually form part of this process and involve you being asked specifically about situations you have found yourself in in the past, how you handled the situation, the benefits of your actions and the lessons you have learnt from this. Being questioned about a specific, real life situation helps the recruiting managers understand how you would cope in difficult and testing circumstances.  Commonly you will be asked to discuss your key acheivements and where appropriate present technical information or financial figures to back up your claims.

Meet the team

In most cases, the second interview would involve meeting the team who you would be working with on a day to day basis.  This gives you the opportunity to gauge the type of culture that exists within the business and gives the team an idea of what it would be like to work with you.  Recruiting managers will often ask the team for their input after the meeting to gauge how they feel you would fit in. It is important to understand that this part of the process is still an interview situation and that quickly building relationships with the team members will enhance your chances of being offered the job.

At Dudley Child Executive recruitment Ltd, our ethos is to provide a first class service that champions excellence in the recruitment process, mirroring the quality requirements of its target markets, namely Manufacturing and Engineering.  If you would like to discuss how we may be of benefit in locating your ideal role, please contact one of our consultants on 0113 246882 or be email info@dudleychild.co.uk

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