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Final round of interviews

Looking for questions that you can ask candidates who have nearly made it to the finish line? Here are a few sample questions that you can use as a basis for your final round of interviews.

How to conduct the final round of interviews

Various phases are required before a successful recruitment decision can be made: screening resumes, holding two or more rounds of interviews, and, in some cases, handing out skills-based assignments. Invite highly qualified candidates to a final interview to find the most suitable one for your organization before you make any job offers.
The final interview usually sees two or three candidates meet with the CEO. To enable an objective decision to be made, consider calling on several interviewers including the hiring manager, team leader, and the CEO, if they were not involved in previous rounds. When you invite candidates, explain that this is the last round and tell them who they will be meeting. Prepare interview questions that will also answer the final questions from other team members.
Final-round interviews help to identify long-term partners: individuals who understand and share your company’s values. Candidates who have reached this stage of the recruiting process have already shown themselves to be qualified for the position. Focus on potential new colleagues who will not only do their job but will also bring in new ideas. Good team players can also contribute to the company’s success.
After your chosen candidate has accepted their job offer, take a bit of time to get in touch with rejected candidates by email or phone.

Sample questions for the final round of interviews

  • Now that you are familiar with all the job entails, what are your salary expectations?
  • If you were hired, how would you like to grow as part of the company? How do you think you would achieve that?
  • What are your interests outside work?
  • How has your candidate experience been so far? Why would/wouldn’t you apply for this job again?
  • What would prompt you to leave us within your first month?
  • How soon could you start working for us?
  • Do you have any questions for us?

Tips for assessing answers from final interviews

  • Address any unresolved issues. Even if you have already discussed potential deal-breakers earlier on, the final interview is a good opportunity to go back over things like salary expectations, notice periods with the candidate’s current employer, and working hours.
  • Compare candidates’ goals with those of the company. In addition to wasting time, losing a new employee also costs money. Identify and pick candidates whose long-term career goals dovetail with your company’s objectives.
  • Think about the situation you’re in. Choosing between two or three highly qualified applicants can be hard. Try to imagine each candidate working at your company. Who would be able to work better with the team? Who would give their all to hit targets?
  • Ask more follow-up questions. Ask questions to determine whether the candidates understand your company’s requirements and objectives. Those who do are likely to integrate faster and produce better work in their new role.
  • Recall everything you’ve learned. Combine all the information you’ve pooled throughout the process to make your decision. If you’re seeking someone for an entry-level position, for example, you might want to choose the candidate who is enthusiastic and eager to develop themselves further. In other words, this candidate does not need to have submitted the perfect assignment.

 Warning signs  

  • Applicants don’t have any questions for you. If candidates ask additional questions about your company, the team, and the next steps in the process, it means they are interested in joining the company and want to find out as much as they can about it.
  • Applicants are unprofessional. Although you may have broken the ice in earlier rounds of interviews, this does not mean that candidates should be arrogant or excessively casual at the final stage – particularly if they are meeting the company’s CEO.
  • Applicants are being inconsistent. If you spot significant differences in candidates’ behavior between their first and last interviews, this may indicate that they did not show their true personality.
  • Applicants announce last-minute constraints. If candidates use their final interview as an opportunity to announce constraints that had never been discussed before (e.g. “I have to leave the office at 4:00 p.m. every day because…”) or if salary expectations suddenly change, this indicates irresponsible behavior and should send off a warning sign about your future working relationship with them.
  • Applicants lack enthusiasm. Candidates who have been invited to the final interview are aware that they have a good chance of being hired. A passive attitude and a lack of energy imply that they may be having doubts. The candidates might want to use your company as a stepping stone to achieve another career goal. Try to discern how motivated your applicants actually are.

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