Congratulations on making it to the second interview! You clearly impressed the recruiter and hiring manager, and you’re now one step closer to a job offer. You’re still miles away from the finish line, though, and the final stretch of this race will require you to dig deep and show the hiring team what you’re made of.
While the first interview centered around your basic qualifications, the second interview will likely focus more on behavioral, situational and role- or industry-specific interview questions. Below, we’ll go over some of the most common second interview questions, provide sample responses to those questions and offer some interview preparation tips that will help you turn your second interview into a job offer.
Second Interview Questions
- Why should we hire you?
- What is the professional achievement you’re most proud of?
- What is an example of a time you worked as part of a team to achieve a goal?
- Tell me about a time you failed.
- Describe a time you had to manage competing deadlines.
- Where do you see yourself in the next five years? In the next 10 years?
- What do you plan to accomplish in the first 30, 60 and 90 days?
- Why do you want to leave your current job?
13 Common Second Interview Questions (With Example Answers)
1. Why Should We Hire You?
This is the primary question on every hiring manager’s mind. They are typically evaluating two or three qualified candidates in a second interview, so they want to know what sets you apart from the competition.
To answer this question effectively, make it clear that you understand the company’s mission, the expectations of the job you are applying for and how your skills and experience can directly contribute to the business’s success. Give the hiring manager a clearer picture of what you’ll bring to the role by highlighting how you’ve tackled similar challenges in the past.
Example Answer: From what I’ve gathered, you are looking for a customer success manager who can upsell and drive retention as the business scales. In my last role, I implemented automated engagement tracking that identified at-risk accounts to proactively check in on. As a result, I reduced churn by 35 percent year-over-year. I believe my knowledge of automation tools can help you maintain the personalized support your customers expect — even as account volume increases.
2. What Is the Professional Achievement You’re Most Proud Of?
This question offers a great opportunity for you to sell yourself by describing an accomplishment that streamlined a process, generated new business or made an impact on the organization. By telling the interviewer what you are proud of, you are also telling them what motivates you. Your answer will ideally highlight skills — like teamwork or project management — that are useful in the job you’re interviewing for.
When describing past work experiences, it’s easy to get lost in the details. To clearly explain your contributions, use the STAR method: describe the situation, your task, the action you took and the result of your actions.
Example Answer: I’m particularly proud of streamlining our customer onboarding process. We were seeing a lot of support tickets and customer churn in the first couple months of signing with us, so I worked collaboratively with the product and support teams to automate manual processes and create video tutorials. Within a year, we saw customer retention increase by 20 percent and support tickets decline by 40 percent.
3. What Is an Example of a Time You Had to Work as Part of a Team to Achieve a Goal?
The ability to work collaboratively on a team is a critical skill in almost every role. When answering the question, explain your role on the team, how you worked with other team members and the results you achieved.
Example Answer: I am proud of how our team collaborated in launching a new product feature last year. This feature was a high priority, and we were given just five weeks to roll it out. As project manager, I coordinated daily meetings and worked collaboratively with team members to identify issues that cropped up. By encouraging open dialogue and cross-functional communication, we were able to meet the project deadline and deliver a product feature that met all of the requirements.
4. Describe a Situation Where You Faced a Conflict With a Team Member. What Steps Did You Take to Address It?
Conflict is inevitable at work, so hiring managers want to see that you have the communication skills, problem-solving abilities and emotional intelligence to resolve tensions in a professional manner.
When answering this question, choose an example that shows your ability to stay calm, listen actively and work toward a resolution. Instead of focusing too much on the shortcomings of others, center the story around how you approached the conflict and walk through the steps you took to move the situation forward constructively. You should also explain what you learned from the experience.
Example Answer: When launching a new cross-functional initiative, I disagreed with a colleague in another department over the timeline for the rollout. They wanted to launch in three weeks, which would have conflicted with other higher-priority work our product team was doing. So, I scheduled a meeting with them to explain our team’s workload and the logistical challenges in meeting the proposed deadline. I also listened to their reasoning for an accelerated timeline. Through this back-and-forth, I realized the project they were proposing did not require our full product development team — just some web design work. Once we revised the scope of the project, we were able to compromise on a four-week deadline that met both teams’ needs.
5. Tell Me About a Time You Failed.
Interviewers don’t ask this question to embarrass you or question your qualifications. Instead, they want to see if you can handle adversity, take responsibility and learn from your mistakes. When recounting your story, emphasize what actions you took to address the situation and prevent a similar incident in the future. Also, don’t pick an incident that shows incompetence in the skills you are being hired for.
Example Answer: Earlier in my career, I was the team lead on a project that fell behind schedule due to unexpected delays. I was hopeful we could make up for lost time and meet our deadline, so I didn’t tell the marketing director about our delays. When it became clear we wouldn’t meet our deadline, I had to tell the marketing director at the last minute that we wouldn’t meet the deadline. She was understandably annoyed, as they had to adjust the project timeline. Now I make a point of meeting regularly with other departments to share status updates and share any potential delays. By being transparent about our challenges, other teams may offer advice or adjust timelines to avoid a last-minute crisis.
6. Describe a Time You Had to Manage Competing Deadlines.
In a fast-paced workplace, it’s important for employees to juggle multiple projects and stay cool under pressure. Interviewers ask this question to gauge a candidate’s time management and problem-solving skills.
Pick a specific example that highlights how you prioritized your tasks, stayed organized and effectively met your deadlines. Walk through how you assessed the urgency of each responsibility, how you delegated those responsibilities, what you did to stay on track and how you communicated with stakeholders throughout. Then, end with a positive outcome that shows your ability to perform when things get hectic.
Example Answer: In my previous role as a marketing coordinator, I was tasked with writing copy for our new website while also preparing marketing materials for an upcoming industry conference. Both projects had the same deadlines, and they could not be adjusted. I met with both teams to align on expectations to work more efficiently. I broke down the tasks into a detailed project tracker, and I met regularly with the teams to flag issues that arose. I also delegated some of the website copywriting to another colleague. It wasn’t easy, but we delivered website copy and event marketing materials that generated 100 new leads.
7. What Was the Most Difficult Decision You Ever Had to Make on the Job?
Decision-making and problem-solving are critical skills in many roles, particularly in managerial and leadership-level positions. Interviewers ask this question because they want to see how you handle complex, sometimes stressful situations, whether you take the lead in these situations and whether you take accountability for your decisions.
In your answer, choose a situation that involved significant stakes or potential consequences — and ideally one that is relevant to the role you’re applying for. Explain your decision-making process, how you gathered information and weighed your options, and conclude with how your decision aligned with the company’s goal or values. Be honest about how difficult the process was, but try to focus mostly on the wins and what you learned from it.
Example Answer: In my previous management role, I had an underperforming team member who was bringing down team performance. The employee was smart and a team player, though, so I decided to offer additional training instead of letting them go. I met with the employee twice a week over the next four weeks to show them how to answer their questions and offer advice. Their performance improved after that, and I was glad I made the decision to invest in the professional development of my team instead of rushing to judgment.
8. What Do You Plan to Accomplish in the First 30, 60 and 90 Days?
Hiring managers want to hire someone who can hit the ground running. To answer this question, you’ll need a solid understanding of the role, which you can use to develop a roadmap for the future. Don’t pretend you know everything, though, because you don’t. Speak to what you’ve learned so far, and explain how you’ll get up to speed on the rest.
Example Answer: In my first 30 days, my priority will be learning about the team, its tools and its processes. By 60 days, I will take ownership of my core responsibilities, and based on what I’ve learned from the team, develop ideas for quick, low-lift process improvements. By 90 days, I will begin more in-depth conversations with key leaders in the product team about more significant process improvements. I recognize I won’t have all the answers, so I plan to approach the first 90 days with humility, curiosity and a focus on building trust.
9. What Management Style Works Best for You?
Hiring managers ask this question to see if your working style is compatible with their management style — and if you have the self-awareness to know what you expect in a manager. Be honest about what you are looking for in a boss, as their management style can impact your performance and professional growth. If you decide to mention a former manager, stick to what they did well — badmouthing an old boss never makes a great impression in a job interview.
Example Answer: I find that I work best with managers who are able to clearly communicate our strategic vision, set clear expectations and provide regular feedback. In my last role, I appreciated that my manager trusted me to work somewhat autonomously, but was still engaged enough to troubleshoot issues and offer direction when needed.
10. Where Do You See Yourself in the Next Five Years? In the Next 10 Years?
Employers want to see that you are building a career, not just looking for a job. If you’re being intentional about your career development, you’re more likely to stay and grow within the company.
When answering this question, your short-term goal should be directly aligned with the opportunity in front of you. You have more room for flexibility with your long-term goal, but it should still be on the same career track. If you don’t have a job title in mind, you could talk about the type of projects you’d like to work on or the types of clients you’d like to work with.
Example Answer: In the next five years, I hope to deepen my marketing skillset, take on greater responsibilities and gain expertise in the healthcare industry. Over the longer term, I would like to eventually take on a leadership role, guide marketing strategy and partner with other leaders across the business on companywide initiatives. I’m excited about the skills and experiences I would gain in this role, and the career options it opens up.
11. Why Do You Want to Leave Your Current Job? / Why Did You Leave Your Last Job?
This question may feel a little personal, but it helps employers understand what you are looking for in a career. They might be concerned if you were fired for poor performance or had difficulties getting along with your coworkers. They will respect your ambition, however, if you’re leaving to advance your career or change industries. Hiring managers want to see that you are running toward this job, not running away from another one.
Whatever the case, keep your response honest and professional. Focus on the positive reasons you’re making a change, such as wanting a new challenge or seeking something that better aligns with your values. Talk about why this new role excites you and how it fits with your long-term career goals. If you left a job under difficult circumstances, keep the explanation brief and avoid criticizing your former employer.
Example Answer: I’ve learned a lot in my current role and am proud of what I accomplished, but I would really like to learn more about strategic financial planning and forecasting. I’m excited by the opportunity to gain exposure to those skills in this role, as well as the potential for further career growth.
12. We Are Currently Focused on [Specific Initiative]. How Would You Be Able to Help Us With This?
When a hiring manager raises a specific challenge or initiative like this, it’s probably a top priority for them. This is an opportunity to apply what you’ve learned about the company and show them how your role-specific expertise can solve their business problem. Prove your abilities by sharing how you addressed similar situations in the past and what you took away from that experience.
Example Answer: I am confident I can reduce lead times and improve supplier performance. In my previous role as supply chain analyst, I led a vendor scorecard initiative that helped us identify bottlenecks and renegotiate terms with underperforming suppliers, ultimately cutting lead times by 20 percent. I would begin by reviewing your supplier data to identify delays, and then I would talk with the procurement and operations team, along with key suppliers, to dig into the root causes of those delays.
13. Is There Any Topic You Want to Revisit Since Your First Interview?
This is a fairly open-ended question that allows you to talk about anything you forgot to mention in the first interview, clarify a previous remark from either party or dig deeper into a topic that is relevant to the role. Basically, hiring managers want to see that you have absorbed information from the first interview and pictured yourself in the role.
Example Answer: Yes, you mentioned you might be interested in organizing client appreciation events in the future. It reminded me that I helped organize similar events in my last role. So if you do decide to go through with those events, I would be happy to help out and share what I have learned.
How to Prepare for a Second Interview
The second interview will be more in-depth than your first interview. Here are some tips to help prepare.
Reflect on Your First Interview
Spend some time thinking about your first interview. Ask yourself if there were any things you wanted to mention that you didn’t get a chance to address. Maybe you or the interviewer briefly mentioned a topic that you would like to discuss in greater depth. What did the interviewer respond to, and what didn’t they respond to? Take what you learned from the first interview and refine your answers for a more in-depth second interview.
Prepare for Common Interview Questions
While it’s impossible to know exactly what your interviewer is going to ask, there are a couple common questions that you can prepare answers for. Behavioral questions typically ask for specific examples of past work experiences, which may be difficult to dredge up on the spot. One trick is to come prepared with five or six stories from your career that demonstrate common themes like teamwork, problem-solving and communication. These stories can also be repurposed if the interviewer asks a question you weren’t expecting.
Further Research the Role and the Company
Building on what you learned from your initial research and the first interview, dive deeper into the responsibilities of the role, its potential challenges and how you can add value to it. Learn more about the team’s work, how it relates to the company’s mission and where the company is headed. This added research will help you assess whether this opportunity truly aligns with your skills, interests and values.You’ll also be better prepared to answer questions about the role, the company and the industry. Plus, it can help you come up with some thoughtful questions to ask at the end of the interview.
Questions for the Interviewer
After the interviewer has gone through all of their questions, they will typically ask if you have any questions you would like to ask. This is an opportunity to address any lingering thoughts or concerns. It’s also a chance to show the interviewer that you’ve researched the role and thought carefully about the job.
Here are a few examples of questions you could ask on a second interview:
- How do you measure performance for this role?
- What is the biggest challenge facing the person in this role?
- How would you describe your management style?
- What do you like about working here?
- What is the potential for career growth in this role, and what does the typical career path look like?
- How would you describe the company culture?
- What is your timeline for making a decision?
Frequently Asked Questions
What is typically asked in a second interview?
In a second interview, the interviewer typically wants to see how you would handle situations that might come up on the job. They’ll also probably ask for examples of times you demonstrated soft skills like communication, problem solving and teamwork. They will try to get a sense of your career motivations, too, potentially asking questions about why you left your last job, and what your future goals are.
Are second interviews more difficult?
Yes, second interviews are generally considered more difficult because the interviewers have a higher level of scrutiny. While the first interview may focus on basic qualifications and common interview questions, the second interview will pose situational and behavioral questions that will ask you to draw on past work experiences.
How to prepare for a second interview?
To prepare for a second interview, reflect on what you learned during the first interview and consider whether there’s anything you forgot to mention or would like to clarify. Review common interview questions and prepare answers in advance, using the STAR method to share stories from your professional history. Revisit the job description, conduct deeper research on the company and prepare follow-up questions to ask the interviewer.
