Interview Questions to ask a Job Applicant on a Second Interview

[Eloy Gomez]

Scenario: You are an employeer interviewing a person whom you know is qualified to do the job, so you bring this person in for a second interview just to make sure this person is the right individual for the position, no need to ask technical questions on experience and education for you already have that info.

What questions would you ask to ensure this person really wants this job, will fit into the company and will be the best candidate for the position?

[20110131]

Greetings from the COVE,
.
My simple, scattered first reply for you:
A good employee would have traits that allow him to be effective at the job obviously.
They would vary from job to job. A janitor and a bank teller would have different levels of social skills needed.
Your job would similarly have priorities.
Question: Ask him about his hobbies, and if he is involved in any group activities.
A well dressed, well groomed, well spoken, and social person would likely fit into a company’s social group easier
than a solitary person might. A man who speaks fluently of Sunday football, and a woman with similar social subject
effectiveness, I believe, are more peer accepted. This is a stereotype observation, and the actual qualities
depend on the work environment and company culture.
Question: does he follow a particular sports team, or sport event.
A social thread, that holds and molds people at work are relationships. A successful employee would likely show a history
of good networking social skills, and these same skills would attach this person to the company with new relations developed.
Question: Discussing the interviewee’s Blog and Twitter interests.
A traditional stable person would remain at a company longer. A religious background is a marker of tradition.
Question: Directing the discussion towards social or family values.
A person who is good at sharing information and willing to show others his knowledge has star quality.
Question: A discussion about teaming projects and cross training.
Honesty is an important factor in hiring. A sticky area, with one big firm solutiom/approach.
Question: Request the interviewee take a standard company poygraph test.
Using an online testing service to review the applicant, removes some individual bias error(s).
There are regulations concerning subject matter and lines of questioning to follow, and others to avoid.
There are many "protected groups". Awareness is a good plan.
Example: Asking a person's age can only be, "are you over 18?".
Developing a repeatable discussion plan, and line of questions is highly desireable.
My