What about second interview

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How to handle second interview:

It often happens that at the end of a session of interviews, two or more people are considered to be equally suitable for the post concerned. In such cases, those people will be ‘short-listed’ and asked to attend a second interview. The interviewer(s) may not necessarily be the same as the first interview. For example, an executive’s secretary may have conducted the first session and prepared the short list; but if the person it to work closely with the executive (as a personal assistant or even as a replacement secretary), the executive may wish to make the final selection him/herself.

Second Interview Tips

The second interview is just as important (if not more so) as the first one. If the second interview is conducted by the same interviewer(s), there might be slightly less formality, but you must avoid any impulse to display ‘familiarity’ which could indicate disrespect. You will, as at the first interview, have to adapt your attitudes and manner to those displayed by the interviewer(s). Particularly if the same interviewer(s) conduct both interviews, the range of questions is likely to be narrower, and will probably concentrate on just a few of the more important matters, such as experience perhaps.

Remember, however, that if you are faced with one or more interviewer whom you have not seen before, you must go through the steps of attracting a favourable impression of yourself, arousing interest in yourself, etc.

Selection tests

In some cases you may be required to undergo a test in addition to an interview; such a test is generally used to supplement the interview, and not to replace it. Some tests may be straight-forward ‘work tests’ designed to show whether you are as skillful as you claim to be. For instance, a typist may be asked to type a given passage, or a driver may be asked to drive a motor vehicle.

Other tests may be designed to demonstrate manual dexterity in the use of certain machinery of equipment or tools, etc. these two types of test may be organised by the interviewer(s) or subordinates.

However, ‘intelligence tests’ and tests designed to ascertain whether certain personality traits are possessed or not (called ‘personality tests’) are usually conducted by experts, possibly members of the personnel department or specialists called upon for the purpose. Such tests may be oral (spoken) and/or written.

We cannot say what test you may ever have to undergo, of course, but if you are told in advance or suspect that you  will have to undergo a test, it is important that, wherever possible, you prepare for it; this may necessitate some practice and/or study.

Try hard not to become flustered during a test. Try to remain composed so that you will think clearly; if you are very nervous you will probably make mistakes. Even the cleverest or most skilled people can make mistakes if they are ‘on edge’.

Never sacrifice accuracy for speed; it is generally far better to complete a proportion of a test well and accurately than it is to complete the whole test badly. Those experienced in conducting tests are well aware of the pressures under which candidates may be, and take these into account when assessing results.

The ability to remain relaxed (outwardly at least) under pressure, and still to be able to work well and accurately or skillfully, and to concentrate, are just the qualities which may be being sought.

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