What is the best way to prepare for a second or third interview?

While reviewing your past performance is crucial, it's even more important during second and third-round interviews to grasp who will be interviewing you. Typically, the first interview involves the recruiter, while the subsequent ones often include decision-makers, stakeholders, or colleagues. Understanding your audience is key for effective preparation. Expect the hiring manager and stakeholders to pose technical and strategic queries, while your colleagues may focus on cultural fit questions.

While reflecting on your previous performance is essential, it becomes even more critical in second and third-round interviews to comprehend your interviewers. Initially, recruiters conduct the first interview, but subsequent rounds involve decision-makers, stakeholders, or colleagues. Tailoring your preparation to understand the expectations of the hiring manager and stakeholders—focusing on technical and strategic questions—and anticipating cultural fit inquiries from your potential colleagues is crucial for success.

Yes, it's crucial to have a deep understanding of various aspects of the company, including its products and challenges. However, some of this information may not be readily available online or on the company's website. Therefore, I highly recommend reaching out to a current employee who works in the company and on the specific team to gather this valuable insight. Don't hesitate to connect with people on LinkedIn; while not everyone may respond, you might be pleasantly surprised by those willing to provide assistance. If you have a mutual connection, it can make it easier to approach these individuals.

I recommend preparing at least six situations using the STAR method, a storytelling technique that helps structure your answers. This method is particularly useful for non-native English speakers who may face challenges expressing themselves in English. It's widely favoured by multinational companies in Europe, the UAE, and the USA. Even in Brazil, where interviews may seem more like conversations than assessments, using this method can enhance your preparedness and set you apart as the top candidate simply because you can communicate effectively.

If you are unsure about the dress code, don't hesitate to ask your recruiter. The recruiter is your guide throughout the recruitment process, and if they follow the best talent management practices (as they always should), they will certainly provide guidance on the appropriate attire for the interview.

If the hiring manager has emailed you, it's best to respond via email. However, if the recruiter has been managing the interview schedule, I would recommend sending a thank-you message to the hiring manager via LinkedIn. Please limit your message to expressing gratitude and AVOID from requesting feedback directly from the hiring manager. Remember that the recruiter will handle feedback, whether it's positive or negative. If the company follows best talent management practices, the recruiter will surely reach out to you. In the case of a negative outcome, they should provide you with constructive feedback. Don't be afraid to ask for improvement suggestions, some recruiters are open to giving you a call and discussing it.

Make sure to ask the person that is managing the process about all the points mentioned before, they should have the answers. - Make sure you know who you are going to meet: this will help you understand what the interview may be focused on (technical VS personal) and prepare accordingly - Always prepare a handful of genuine and meaningful questions (don't ask just for asking..) and bring them along with your notebook or similar, like this you are prepared and can take notes - I always recommend to slightly overdress, feeling underdressed will make you uncomfortable and unnecessarily nervous