10 good final-round interview questions
- Now that you’ve learned the full scope of this position, what are your salary expectations?
- If hired, how would you want to grow within the company? How do you think you’d do it?
- What are your interests outside of work?
- How was your candidate experience so far? Why would/wouldn’t you apply for this position again?
- What would make you quit in your first month here?
- When is the earliest you can begin working for us?
- Do you have any questions for us?
- How much notice do you need to give your current employer?
- Who would collaborate better with their team? Who would put their best foot forward to reach goals?
- Do you understand our company’s needs and objectives?
Here are 10 essential interview questions and sample answers to help identify the best candidates for this role.
1. Now that you’ve learned the full scope of this position, what are your salary expectations?
This question aims to gauge whether the candidate’s salary expectations align with the budget allocated for the position.
“Based on the responsibilities and the industry standard, I would expect a salary in the range of $60,000 to $70,000.”
2. If hired, how would you want to grow within the company? How do you think you’d do it?
This question assesses the candidate’s long-term career goals and how they envision achieving them within the company.
“I would like to move into a leadership role within two years. I plan to achieve this by consistently exceeding performance metrics and taking on additional responsibilities.”
3. What are your interests outside of work?
This question provides insight into the candidate’s personality and how it might fit into the company culture.
“I enjoy hiking and reading. I find that these activities help me relax and come back to work refreshed.”
4. How was your candidate experience so far? Why would/wouldn’t you apply for this position again?
This question serves as a feedback mechanism for the company’s hiring process.
“The experience has been smooth and professional. I would definitely apply again because the process has been transparent and respectful.”
5. What would make you quit in your first month here?
This question aims to identify any potential red flags or deal-breakers for the candidate.
“A lack of alignment with the company’s values or unethical practices would make me reconsider my position.”
6. When is the earliest you can begin working for us?
This question helps to determine the candidate’s availability to start the new job.
“I would need to give a two-week notice to my current employer, so the earliest I could start would be in three weeks.”
7. Do you have any questions for us?
This question gauges the candidate’s interest in the company and role.
“Yes, could you please elaborate on the team I would be working with and the key projects for the next quarter?”
8. How much notice do you need to give your current employer?
This question clarifies the candidate’s availability and how soon they can transition to the new role.
“I would need to give a one-month notice to my current employer.”
9. Who would collaborate better with their team? Who would put their best foot forward to reach goals?
This question aims to assess the candidate’s teamwork and goal-oriented mindset.
“I believe I would collaborate well with the team, as I value open communication and collective problem-solving. I always strive to reach both personal and team goals.”
10. Do you understand our company’s needs and objectives?
This question evaluates whether the candidate has done their homework on the company and understands its goals.
“Yes, I understand that the company aims to innovate in the tech industry while maintaining a focus on sustainability.”
What does a good final-round candidate look like?
A strong final-round candidate should not only meet the job qualifications but also fit well within the company culture. They should show enthusiasm for the role, have clear career goals, and be ready to contribute to the company’s success.
How to conduct a final interview
A successful hiring decision requires a few stages: resume screening, two or more interview rounds and, in some cases, skills-based assessments. Invite qualified candidates to a final interview to identify the best fit for your organization before you make your job offer.
For the final round interview, a shortlist of two or three candidates will usually meet with the CEO. To reach an objective decision, consider getting together a group of interviewers, including the hiring manager, the team leader and the CEO, if they were not involved in previous rounds. When you’re inviting candidates, clarify that this is the final round and let them know who they’ll meet. Prepare final interview questions that can address the last questions anyone from your team may have.
Final interviews help identify long-term partners: people who understand and share your company values. Candidates who have reached this part of hiring process are already qualified for the job. Turn your focus to potential hires who will not only “get the job done,” but will provide fresh ideas, be great team players and eventually contribute to your company success.
After the candidate you chose accepts your job offer, spend some time reaching out to rejected candidate(s) via email or phone.