Closing Interview Questions And Answers

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    Interviews are an integral part of the hiring process. The closing interview is conducted at the end of the hiring process This offers the candidate an opportunity to take advantage of the momentum they gained in the previous rounds. This will bring it to a positive end.

    These are the questions interviewers ask at the end of an interview to determine if the candidate is still interested. Ending interviews on a positive note helps in creating a good experience for the candidate.

    Even if they made some faults in a few rounds, candidates can leverage the closing interview to impress the interviewer. Yet, asking the right closing interview questions can aid the interviewer in deciding on a suitable candidate.

    Benefits of closing interview questions

    • These are short questions, one or two lines, that require short answers.

    • These questions are easy to curate based on candidates’ responses so far.

    • The questions can easily be asked keeping the demands of the organization in mind.

    • When in doubt about a candidate’s suitability for a role, interviewers can rely on the closing interview to seek better clarity.

    Closing interview questions based on behaviour

    1. Do you consider yourself to be a leader or a follower?

    Interviewers ask this question to know the candidate’s approach to tasks. Additionally, they seek evidence of the candidate’s competence in handling these tasks. An excellent employee can lead or be a keen follower and observer.

    2. Tell me about how you worked effectively under pressure.

    An interviewer may look for a candidate who can work under pressure and still deliver the expected results. Talk about a time in your job when you delivered well under immense pressure.

     

    3. Are you convinced that this position meets your expectations, based on our job advertisement?

    This gives the candidate a chance to express their views about the conformity of the job profile mentioned in the ad and the original interview. The interviewer and the candidate can discuss this to come to an agreement.

     

    4. Are there any questions for us?

    This tests the candidates’ determination in securing this job as well as their preparedness for the role. The candidate can clear their doubts if any.

    5. How do you define success for yourself?

    HRs seek to understand what motivates a candidate to perform better and how they define success. It is a way to gauge if they could fit into the company culture and work ethic. This allows them to share their past success stories and what they intend to do in the future.

    6. How do you continue to learn and develop in your profession?

    A candidate who does this usually brings new ideas and skills to the job. They are more adaptable and stay updated with industry best practices. This is important for roles that require innovation and continuous improvement.

    It also involves complex technologies. This can shed light on the candidate’s passion for their profession and long-term career goals.

    7. Can you recall a time you had to make a difficult choice?

    Sometimes, employees are required to make tough decisions that can significantly impact the company, its clients, and colleagues. With this question, the interviewer can assess how well the candidate is likely to handle similar challenges in the future.

    It helps gain insight into the candidate’s decision-making approach and their ability to handle pressure. A candidate’s response can also indicate accountability and risk-taking ability.

    Closing interview questions based on experience and values

    1. What is your most-loved office ritual?

    With this question, the interviewer can gain insight into the candidate’s personal preferences and how they engage with their work environment. This question allows the interviewer to understand more about a candidate’s workplace habits, values, and potentially their cultural fit within the organization.

    2. What was the best thing about working at your previous organization?

    Recruiters can pay attention to how candidates describe what they loved or hated about their previous jobs. This question helps them find out about a candidate’s past work experiences, their values, and what they appreciate in a work environment. The question helps the interviewer understand what motivates and satisfies a candidate for a job.

    3. What kind of manager do you work most effectively with?

    Recruiters may want to find out how candidates would work in a team under supervision. Like many interview questions, this question is not about candidates’ personal opinions. It is meant to reveal the type of employee they are.

    4. What advantages can you offer to the business?

    Employers view hiring and training a candidate as an investment for the future. They know that not all the candidates they hire will stay for a long time.

    They wish to utilize the skills and capabilities of employees. They’ll be keen to find out if the applicants intend to remain with the company or if they have given any thought about how their career could evolve in the future with them.

    Closing interview questions based on self-awareness

    1. Are you still interested in this position?

    This question can be asked to gauge the interest of the candidate. Are they interested in the job or did they apply for it because they saw an opening? Many people fall under the latter category. These are often the people HRs seek to eliminate.

    2. What do you see as your long-term career goals?

    This question shows that the interviewer is interested in understanding the candidate’s aspirations and motivations. Employers constantly look for someone skilled and confident about their goals. They also seek candidates whose personal goals align with company goals.

    3. What do I need to know which isn’t listed on your resume?

    With this question, the interviewer seeks additional information about the candidate that may not be evident from the details provided in the resume.

    The interviewer wants to dig deeper into their experiences, skills, and personal qualities to get a more comprehensive understanding of their candidacy. Candidates should showcase their hidden skills and attributes.

    4. What are your strengths and weaknesses?

     

    This question will help interviewers assess the self-awareness of a candidate. It tells them if they have the ability to reflect on their skills and areas for improvement.

     

    Be truthful in your response and pick natural strengths and weaknesses. Candidates should mention how they have worked hard to overcome their weaknesses.

     

    4. What will you do to improve your self-awareness?

     

    This is a personal-level question asked by interviewers.

     

    The candidate may describe the steps taken by them to improve their self-awareness. They may include meditation and exercises. Maintenance of a diary and writing down important notes and also goals to be achieved might help.

     

     

    Red Flags to be checked

     

    finding red flags during the interview process is very much essential, so that the company may not hire the wrong candidate. Here are some red flags to be checked.

     

    • If the candidate is changing jobs quite often, it is a red flag.

    • If there are employment gaps and they are not explained by the candidate, it is a red flag.

    • If the candidate attacks their previous employer with bad language, that should be a red flag.

    • The candidate’s vague statement about their achievements in previous employment can be treated as a red flag.

    • Late responses to the calls or emails sent by the employer show their laziness and indicate a red flag.

    • If the candidate indicates a career goal that is different from the present role, it should be a red flag.

       

    Hire the best candidate with a proper closing interview

     

    Closing Interviews brief the candidate’s ability to fit the position being offered to them. The candidate’s additional skills are also highlighted here. The employers seek to identify the candidate’s commitment to the role offered. This step will also help HR to check their confidence levels in taking up the role. If the candidate brings along with them a copy of their resume and proof of past experience, HR can assess the authenticity of the candidate.

     

    Finally, thank the candidate and end the interview positively.

     

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