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.
- 10 Ways to End a Job Interview with The Candidate on a High Note
- Summarize What’s Been Discussed
- Ask The Candidate If He Wants to Add Anything Else
- Think Of Questions You Did Not Ask and Ask
- Ask About the Environment That Person Would Be Working In
Last Reviewed: April 2026 | Sources: DrJobPro Hiring Data Q1 2026.
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,
Frequently Asked Questions
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.
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.”
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 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
Ask For the Candidate’s Feedback
When interviewing candidates, the recruiter must ask the
candidate for his feedback at the end of the interview.
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.
