Closing Interview Questions

Introduction

The purpose of a job interview is to evaluate a candidate's skills and describe the open positions. However, before allowing applicants to leave, ensure that you:

• Clarify and resolve matters that you may not have previously addressed (
• e.g., salary requirements)
• Determine whether applicants have a solid understanding of the job's needs.
• Assess candidates' enthusiasm for the position and the firm.

Also, allow ample opportunity for applicants to ask their own questions. Remember to thank candidates for their time and inform them of the following procedures (e.g., when to expect to hear back from you.)

Sample closing candidate interview questions

• Do you have any further questions? (e.g., about our firm or the function) Does this position match your expectations based on the job description?
• Why do you believe you are qualified for the role?
• How much notice must you give your current job before resigning?
• What are your pay expectations?
• Would you reapply now that we've explored this position in detail? Why (or Why not)?
• Based on our interview, how would you describe your new position if you were hired?
• Are you still considering this position?

How to select the most effective closing interview questions

• Use precise closing questions to better grasp candidates' goals and make more informed hiring decisions. Ask questions to help you decide if prospects are a culture fit. Give candidates the opportunity to make closing speeches.
• A positive interview conclusion contributes to a positive candidate experience. Do not ask difficult interview questions last. Instead, review job responsibilities and address operational concerns (e.g., required notice period.)
• Whether you ultimately decide to forward an applicant to the next hiring round or not, ensure that their voice is heard. Always permit applicants to ask questions at the conclusion of each interview. They may raise topics you have not yet discussed.

Red flags to note

• Evidence of hurrying A candidate who cannot wait for the interview to end and has no follow-up questions for you may not be enthusiastic about the position. During the interview, look for indicators of disengagement: Did they appear bored or discontent with what you said? They were looking at their watch or the clock.
• Deal breakers. At the conclusion of the interview, it's a good idea to revisit deal-breaker questions that you may have asked on the application or during screening conversations. Candidates may modify their needs now that they have a deeper understanding of the role's duties (e.g., ask for a higher salary.) If you and the candidate have distinct needs and neither party is willing to compromise, the candidate is not a good fit for the post.
• Inconsistent conduct. It is usual for candidates to feel nervous at the beginning of the interview before becoming more at ease as it progresses. However, if you observe substantial shifts in their demeanor (e.g., from polite to arrogant), it's a clue that they may not be truthful or that they don't really want the job.

Conclusion

These Closing interview questions combine a summary of the qualities to look for in applicants with a representative sample of appropriate interview questions.

You can prepare your responses in advance and be prepared to discuss your experience with the interviewer by practicing how you will respond to these Closing interview questions.