What to Expect from Multi-Round Interviews

As workplace norms continue to evolve, companies are redefining how they assess and hire candidates. Some businesses now hire by a committee consisting of a panel of colleagues must reach a consensus about an applicant before extending an offer. Other organizations have renounced traditional interviews, opting for skills tests or extended working auditions.

Even as companies adopt new methods for screening candidates, one aspect seems unchanged. For many roles, businesses won’t extend job offers after meeting someone just once. In fact, you may not even meet a hiring manager until the second round, when a more detailed exchange becomes possible. Some employers even expect candidates to interview on four or more separate occasions – at the risk of exasperating applicants.

If you’re interested in a position that requires multiple interviews, what should you know heading into the process? How exactly should you prepare for each stage?

Clearly, there are no hard and fast rules when it comes to hiring. Interviewing procedures differ dramatically from company to company, and each industry has its own concerns and conventions. Moreover, because a cultural fit is important for both candidates and employers, it’s best to approach interviews authentically, staying true to yourself throughout the process. After all, you don’t want your behavior or answers to differ significantly between interviews.

All that being said, some general knowledge can help you excel at each stage in the interview process, especially if you’ve never been through a multi-round process before. When you walk into each interview with appropriate expectations, you can prepare and perform splendidly.

That’s why we’ve compiled this article, designed to inform your approach to multiple rounds of interviews. Take these tips into consideration, and you’ll be sure to make a great first, second, and third impression.

First off, congratulate yourself on making the first cut. When a company reaches out for an initial interview, you’ve distinguished yourself as a competitive candidate. Your resume or cover letter demonstrates desirable credentials, and you meet the company’s initial search criteria.

The most important conclusion to draw is that your application was warranted. You deserve to be seriously considered for this position. There are probably a lot of applicants who heard nothing at all – and you aren’t one of them.

By the same token, first interviews are exactly that. Initial encounters meant to further cull the applicant pool. Here’s what to know about what your first interview might entail, so you can prepare appropriately.

Because hiring is a time-intensive endeavor, many companies have human resources professionals conduct first interviews, rather than a hiring manager or an executive team member. This process can actually be beneficial to candidates because the interviewer is typically skilled at screening applicants and accustomed to such conversations.

With a trained HR professional, you’re less likely to get awkward pauses, unclear questions, or meandering monologues. They’ll probably be full of general information as well. If the company has a cool employee mentoring program, for example, be sure to ask about it. You can also inquire about the structure of the interview process, helping to get a sense of what’s ahead if you move to the next round.

However, if you’re eager to meet your potential boss and colleagues, or ask specific questions about the details of the role, you may be out of luck. You shouldn’t be afraid to ask specific questions that demonstrate your experience and interest, but know that you may not get full answers at this stage.

First-round interviews can feel, well, anticlimactic. You spend a lot of time researching the company, rehearsing answers, and picking out an outfit. Then, the interview takes all of 15 minutes, and your interviewer promises to be in touch.

If your interview feels ruthlessly efficient, or the interviewer’s questions were largely superficial, try not to take it personally. In many cases, these interviews are intended to screen candidates with great credentials but poor interpersonal skills. They also help interviewers confirm the details of applicants’ resumes. If someone can’t convincingly describe what they did in their last job, it’s a pretty good sign that they might be inflating their credentials.

In other words, it can take just a few minutes to pass the first interview with flying colors. Out of respect for your time – and that of the other 12 applicants they need to meet that day – your interviewer may wrap things up quickly. While not necessarily positive, this could be a sign that you’re moving onto the next round.

Because first interviews are often brief, many companies don’t conduct them in person. That’s not a sign of lukewarm interest. They just don’t want to drag you to their location unnecessarily. Especially if you’re currently working, a phone or Skype interview can be a lot more convenient. Plus, if the position will involve these forms of communication, you’ll demonstrate your ability to come across well.

Just make sure that the conditions on your end of the interview will make a good impression. Don’t do it in a noisy coffee shop, or have your roommate walk into view while your webcam is on. If you’re using video, sit close enough to your computer to give a good view of your face, and make just as much eye contact as you would in person.

Interviews are nerve-wracking enough when they involve just two people, but you may have to make a positive impression with other applicants in the room.

According to experts, group interviews are becoming increasingly common, especially at the beginning of the hiring process. In most instances, an interviewer questions a handful of candidates competing for the same job simultaneously. For employers, the obvious advantage is efficiency. They get answers from multiple applicants in one sitting.

But companies also see other advantages to interviewing in groups. They gauge if you can keep your composure in an admittedly uncomfortable situation. Additionally, businesses can identify and eliminate candidates who don’t play well with others, such as people who interrupt the competition.

While it’s totally fair to dread group interviews, try to see them as an opportunity. You’ll be able to show that you’re cool under pressure, respectful to those with competing agendas, and confident enough to stand out from the crowd.

Unfortunately, many companies are coy about compensation, hoping qualified candidates will request less than they can actually afford to pay. The problem with this approach is that it can waste everyone’s time. If a candidate and an employer have irreconcilable differences when it comes to salary, that should be clear early in the interview process. Generally, experts don’t recommend doing a second interview until you have a general sense of what the job pays.

If your interviewer doesn’t proactively inform you about at least the starting salary, remember that it is appropriate to ask. To frame the inquiry politely, try something like the following:

“I’m really excited about this potential opportunity, but I also want to be respectful of your team’s time. Could you tell me the salary range for this position? That way, we can both get a sense of whether this role is a good fit.”

Remember, you’re not greedy or pushy in asking this question. You’re assertive and practical, characteristics that most employers value.

Things are getting serious. In virtually all instances, candidates who earn a second or even third interview are being closely considered. The scrutiny is flattering, but the stakes are also high. You don’t want to come painfully close and then fall short in the final stretch.

Here’s a key to keep in mind: the person or team doing the hiring has skin in the game as well. They’re picking a future colleague, and they’re eager for a great fit. With that in mind, here’s what to anticipate in the later interview rounds.

When the company reaches out to schedule a second interview, they’ll likely disclose whom you’re going to meet. If they don’t, you should feel comfortable asking who your interviewer will be.

Once you get the name (or names), do some homework. At the very least, peruse LinkedIn and the company’s website to understand their experience and current role. Try to determine if you’d be working directly under them in the new role. If that’s the case, they’re probably the hiring manager with considerable decision-making power.

However, while it’s likely that your interviewer will have significant influence over whether you’ll be hired, they may not have total control. In many companies, multiple managers weigh in on each hire. In some cases, you’ll meet several potential colleagues in quick succession. In others, you’ll interact with several simultaneously on a panel. While these approaches can be exhausting, they’re an opportunity as well. Seize the chance to get clues about the company’s internal dynamics.

If the first interview round can feel somewhat superficial, the second round can seem intensely specific. The hiring manager will be knowledgeable enough to engage in a detailed discussion of the position and your relevant experience. It’s time to drop the generalities and speak about your concrete capabilities.

As you prepare to dive deep, you might do well to rehearse some answers about how your past work experience corresponds to this new role. If you can relate your work history to the new position with clarity and confidence, you’ll alleviate your interviewer’s fears that you’ll be overwhelmed on day one.

You should also be aware that second interviews could get personal. Your interviewer may probe challenging areas of your career or ask about your fundamental beliefs and convictions. None of these questions should be inappropriate, but they may take some reflection on your part. Before the interview, it might be helpful to plan some authentic and distinctive ways to describe your professional values.

While it’s great to rehearse descriptions of your own skills and experience, don’t overlook another key area. What would you do if you actually got the job? Hiring managers may reasonably wonder how you’d handle challenging aspects of the role, asking how you’d manage certain hypothetical scenarios.

Before heading into an interview, imagine some of the tough situations you’d potentially encounter in the position, such as a demanding client or a blown deadline. Even if you don’t answer perfectly, your interviewer will be glad to hear a thoughtful response.

By the same token, don’t fixate on potential pitfalls exclusively. Feel free to articulate your own vision for the role, so long as your plan is reasonable and respectful of your would-be colleagues.

When an interviewer asks if you have any questions, “no” is usually not the right answer. In second or third-round interviews, this is especially true. You should definitely ask detailed, substantive questions, demonstrating that you’re thinking critically about the opportunity.

If you’re not actually curious about anything in particular, some old standards will suffice. One classic is asking about opportunities for growth and development within the company and which tools are in place to support such success. This question indicates that your interests are aligned with the company’s and that you’re serious about achieving success as part of their team.

The best questions, however, will arise authentically from your own interests and experience. Your genuine curiosity and expertise are likely to impress.

Sometimes, the interviews keep coming. You’ve met the hiring manager, spoken to HR, and even talked about salary. When the company calls, you’re eager for good news. Instead, they ask you to jump through another hoop or meet yet another interviewer.

Don’t get frustrated. Companies need to be diligent in their hiring decisions. In the pursuit of hiring certainty, they sometimes go too far. If you value the opportunity, give them the benefit of the doubt.

On the other hand, don’t let them drag you along indefinitely. Sure, you’ve invested a lot of time in the interview process, but so have they. Feel free to stick up for yourself politely or even bow out if you believe your time is being wasted. There are plenty of companies out there who will deal with you more decisively.

In fact, the possibility of other opportunities is important to keep in mind throughout the interview process. Whether we’re in the first round or the third, our interview nerves result from a fear of rejection. But what if a better option is already out there, waiting to be discovered? Adopt that perspective, and you may feel less pressure.

If you’re looking for a new employment opportunity, we’ve got plenty for you to consider. With hundreds of great gigs tailored to your preferences, we’ll find you a job worth interviewing for.