Be prepared
Research is key! You made a great impression at the first interview, but don’t slack on your research now.
If you have already swotted up on the company itself, have a look at rivals and competitors; see what they are doing and if there are any of their strategies that you can bring to the role and increase your potential employer’s own competitiveness.
Also, research your interviewers. When you receive the invitation to a second interview, make sure you ask who your interviewers will be, and if possible, find them on LinkedIn.
You don’t have to add them just yet, but look through their profile and try to build up a good picture of them. This will help you to prepare yourself and come up with a couple of relevant questions to ask them.
Remember what you learned from your first interview. What aspects of the role or particular skills did the panel emphasise above all else? Have a think about examples of when you have fulfilled these in previous roles, and be ready to deploy these examples in the second interview.
This is especially important if you came out of the first interview and wanted to kick yourself for not giving a better answer to a question, or mentioning a specific piece of experience, as you literally have a second chance to show your skills.
Dress like you’ve got the job
It can be a nerve-wracking experience, arriving for a first interview without knowing the exact dress code or what to wear; one person’s business casual is another person’s dress down Friday.
What’s more, in a world of increasingly laidback start-up businesses and casual co-working setups, being overdressed is a real worry.
However, based on what you saw at your first interview, you can adjust your attire to better mimic your future colleagues. This is your chance to show that you understand the vibe of the organisation and the standards and norms they expect of their staff.
This can be something as simple as whether or not to wear a blazer, or whether to opt for open toe or closed shoes. If you look like you fit in and are comfortable presenting yourself in the attire of current employees, it can make a difference to how the panel perceive you.
It could also give you the edge over another applicant who didn’t blend in so well. In fact, 50% of employers say that a candidate can be ruled out based on the way they enter an interview and the way they dress!
Show confidence, not complacency
Along with dressing as if you’re already in the role, you should approach your answers with the same positive attitude. You want to convey that you can see yourself in the role and that you have some good ideas for how to approach it.
Try to use positive language like ‘I will’ and ‘I would’ in your answers and try not to preface your responses with ‘if I get the job’. You want to sound casually confident in your abilities, not remind them that there’s a chance you might not actually be offered it!
However, you should also be careful with overusing this kind of assertive language. Too much braggadocio can come across as complacent and might do more harm than good! You want to convey a sense of respectful competence and confidence, but without getting too carried away.
Recent research revealed that 71% of hiring managers say they value employee emotional intelligence over IQ, so it’s important to show this both verbally and non-verbally.
For example, a good way to temper your assertiveness and keep it positive and likeable is to smile a lot. You should also make frequent eye contact with each person interviewing you and maintain open body language.
Avoid folding your arms across your chest, for example – and defer to them every so often with phrases like ‘as I’m sure you’ve experienced’ and ‘no doubt you’re aware that’.
Ask questions
It’s important to convey just how much you’re envisioning yourself working in this role. What better way to do this than to demonstrate you want to learn more than your research has been able to give you?
Avoid asking factual questions that you could answer by a quick Google. For example, things like the management structure or last year’s turnover. This will undermine your commitment and research.
Instead, it’s advisable to focus on things only current employees – think: your future colleagues – will be able to answer.
For example, you could ask ‘how would you describe the workplace culture here?’ This is a good way of assessing your personal fit within the wider company.
Do they hold team building activities and regular social events – and is that what you want from your role?
Perhaps there’s a subsidised gym membership and other fitness focused perks that could add to your wider personal development; if so, ask if it’s a popular initiative with a high take up rate among staff. If not, ask if there would be scope for such a programme going forwards.
Alternatively, you can throw your interviewing panel a curveball: ask them what they think the biggest challenge for the successful applicant will be in the role.
This shows that you’re thinking long term and are seriously considering all aspects of the job. This can be especially savvy if you’re going for a management level role in which you may need to interview future applicants.
Ready to nail the second interview?
In short, the second interview is all about attention to detail and building on your first interview. A whole range of factors can come into play, but the good news is you can control most of them if you know what to look out for.
Hopefully, all of these small changes and factors will add up in your favour, helping you to ace your second interview and ultimately ensure you secure that dream job. Best of luck!
About the author: Chloe de Lullington is a recent graduate, with a first in English Literature and Film and Theatre, and a freelance writer. Her writing interests range from pop culture and entertainment, to day-to-day life advice. Her hobbies include vintage fashion, baking and losing herself in a great book!
