10 Ways to End a Job Interview with The Candidate on a High Note|Drjobpro.com

It can often be difficult for HR specialists to deal with the last moments of job interviews, especially if they have to conduct dozens of interviews per day. However, they can ease anxiety and make a good impression with a few tips and tricks.

So, how to end the job interview with candidates professionally and without using the common and also frustrating phrase: "We will get back to you?"

10 Ways to End a Job Interview with The Candidate on a High Note

Summarize What's Been Discussed

No one likes to ask the same question over and over. And no one likes to be asked about the same topic twice.

That's why it's so important to end the interview by summarizing the key highlights of the conversation.

Summarize the essential points, then ask if there are any other questions. This lets the candidate know that you've listened and given them a chance to clarify anything they didn't say.

While you're summarizing, make sure not to reveal any confidential information. For example, don't tell him that the salary for the position was 10,000 AED, but they will increase to 15,000 AED to hire him.

You don't want to take up too much time, either. A few minutes should be enough to wrap up, and you can always ask more questions if you run out of time.

Ask The Candidate If He Wants to Add Anything Else

Interview preparation begins when you ask your candidate if they are interested in the job and say "yes."

It ends when you ask him if there are any other things, he would like you to know about him.

With multiple candidates interviewing for the same job, you can't often ask your candidate about all his or her qualifications.

That is why it is so important to end the interview by asking the candidate if they have anything else they would like to share about their qualifications or the skills they would like to share during the interview.

This allows him to talk about himself in more detail.

This helps the candidate to feel comfortable and to finish the interview successfully.

Think Of Questions You Did Not Ask and Ask

The ultimate goal of the interview is to identify the best candidate for the job. This does not always happen, however. Sometimes, the best candidate walks out of the interview, and the recruiter has to think on his feet.

Ask more questions. If the candidate answers a question in a way that doesn't satisfy you, be unafraid to ask the candidate to expand on his or her answer. If a candidate doesn't answer a question, ask them to come back to it later.

Ask About the Environment That Person Would Be Working In

Most interviewers have one or two tried and true questions they throw at candidates before ending the interview. They ask the standard "what is your biggest weakness" or "tell me about yourself" questions, and they might throw in "what's your biggest accomplishment?" for good measure.

But interviewers aren't always prepared. They forget to ask the big questions, like "how would you handle this?" and "what's your biggest challenges?"

The interviewer should also ask about the environment that the candidate would be working in by the end of the interview.

For example, if a candidate is applying for a programming job at a startup, the interviewer should ask whether they would prefer to work in a collaborative environment or a more hierarchical one.

The environment a candidate would best work in will help decide between multiple candidates, so it's an integral part of the interview process.

Ask For the Candidate's Feedback

When interviewing candidates, the recruiter must ask the candidate for his feedback at the end of the interview.

The recruiter should ask the candidate directly, "What was the best thing about our interview? What wasn't so great?"

The recruiter should also ask the candidate, "What questions do you have for us?"

The recruiter should listen to the feedback and thank the candidate for contributing his feedback to the organization's development.

Give the Best Advice You Can to The Candidate

The best recruiter gives thoughtful feedback to the candidates. They consider the candidate's experience and career goals and offer advice that the candidate can take in future interviews.

The recruiter could provide a little information on these points: Was the candidate outstanding? Did he make a good impression? What could you have done to improve the job application? And what are his best skill sets?

At the same time, comments can be an opportunity for candidates. They can take feedback and use it to improve their performance during other interviews, and this can help give them an edge.

Here are some tips for giving good feedback:

Don't give negative feedback. While it's good to point out areas for improvement, you shouldn't give negative feedback.

Give positive feedback. It's essential to give positive feedback, too. If you give negative criticism, the candidate might start avoiding you. On the other hand, if you provide too positive feedback, people might think you're unrealistic.

Let candidates know you're available. Candidates need to feel like they can come to you with questions.

Give constructive feedback within 24 hours. It's best to give feedback as soon as possible after the interview so the candidate has time to digest it and apply it.

Please don't overdo it. It's OK to give feedback once, but going overboard might cause more harm than good.

Give feedback directly. Don't give feedback through a manager, supervisor, or HR professional.

Give specific examples. Use specific examples to illustrate your criticism.

Use neutral language. Don't use "you" or "your" statements. Instead, use neutral language, such as "You should..." or "This could help..."

Express Honest, Sincere Interest in The Person's Candidacy

The secret to being a successful interviewer is having genuine enthusiasm for the job. It's fine to be enthusiastic about the company, but a better approach is to honestly and sincerely express your interest in the candidate and learn more about them. Please demonstrate that you're not only interested in advancing your career but in helping them achieve their career goals as well.

You probably have a list of questions you're dying to ask, but resist the urge to quiz your candidate. Instead, ask questions that show how you're genuinely interested in knowing more about the candidate.

Demonstrate Interest in The Candidate Even Before You Make the Offer

The most fundamental human need is the need to belong, and your ability to meet that need through your work will position you as one who ideally represents his company.

The most successful recruiters recognize that a candidate is not just a resume or a bunch of numbers on a file, and they are human beings with goals and dreams and fears and hopes.

To connect with them, recruiters need to not only be great listeners, but they need to show genuine interest in people.

They need to know the candidates' names and show interest in things that make them tick.

To do that, you need to ask questions like, "But what do you really hope to achieve with this job?" and "Can you give me an example of when you went above and beyond what was expected of you to do your job?"

You also want to demonstrate that you're genuinely interested in them as a person, not just their work. Asking about their family, hobbies, and travel, for example, will be more meaningful than asking about their GPA or their salary history.

Let Him Know How Long He'll Wait for A Decision

Every recruiter should recognize that the job-hunting process is frustrating enough. So, it's not good to leave the candidate with no feedback, reply, or even rejection. He respects you and your company, and you've got to respect him as well. So, it'll be great if you give some hints on when the candidate can expect a reply from your side.

The recruiter can say things like: you'll receive a reply within this week, or I'll call you within two days to tell you our feedback no matter you're accepted or rejected.

Thank the Candidate for His Time

Simply, the recruiter must thank the candidate for his time attending the interview. He can say thank you for your part in our interviewing journey, for example.

Finally,

The recruiter's professionalism starts from the first moment when discussing the opportunity with the candidate until the end of the interview. It has been proven that successful job interview endings always positively impact you, your company, and the job seeker. So, follow these previous tips to attract the best talents to work for your professional company.

Looking for more recruitment solutions,