Did you get asked to a second interview? Here’s how to earn the job.

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When you’ve been asked to a second job interview, the key to success is demonstrating to the hiring manager why you are the person they should hire over any of the other candidates. Here are two ways to accomplish this.

Bring examples of previous work and be able to explain why your work was successful.

Examples: If you are interviewing for a marketing manager position, bring samples of marketing plans or product launch plans you’ve created and be able to explain why the plans were successful. This approach holds true for almost every job. If interviewing for a public relations position, bring PR plans you’ve created and writing examples, such as press releases. If interviewing for a product engineering position, bring samples of previous design work and patents you’ve received.

Why work examples are helpful: Showing a hiring manager previous work can provide “proof” of your skills. Even better is to then explain why the product launch plan was successful, or the parts that weren’t, and what you learned from the experience. This demonstrates your understanding of how and why things work or do not. Just be sure you DON’T share anything that is company confidential.

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Explain your differentiators.

From the notes you took during your first interview and from the job description, write down the top three to five skills or attributes the hiring manager is seeking. Then, evaluate yourself against these qualities and determine how your qualifications and experience meet or exceed the requirements.

During your second interview, discuss these with the hiring manager. For example, you might say: “In our first interview, you shared with me the three most important qualifications necessary for this position. They were … (state the items). Based on what you’re looking for, I believe I am the best candidate for you to hire because …” and then explain how your experience, education, skills, high-quality work, discipline in getting things done, teamwork, attitude, etc., make you the best person for the job.

How this is helpful: When a hiring manager has narrowed down a candidate pool to a short list, he or she already knows each candidate is qualified for the job. What they’re looking for are reasons to hire one candidate over another. By reminding the hiring manager of the key aspects they’re looking for and explaining why you are the person they should hire, you are providing your differentiators — and, hopefully, helping to make their decision easier.

Lisa Quast is the founder of Career Woman, Inc., and the author of the book Secrets of a Hiring Manager Turned Career Coach. Email her at lquast@careerwomaninc.com.