Use this template to ask the final-round interviews and make high-quality hires.

Final-round Interview Questions: How to narrow it down to your best candidate

You’ve run a killer phone-screen, one or two awesome interview rounds and maybe even a skills-based assessment. Congrats!

But what happens next?

Your final interview will help dispel those last few worries before you make your job offer.

Here’s how it works: 

  • A shortlist of 2-3 candidates will usually meet with the CEO. 
  • A group of interviewers, including the hiring manager, team leader and CEO will meet the candidate. 
  • After your ideal candidate accepts 🙏, you reach out to rejected candidates via email or phone.

Top tips: 

  • Don’t forget to let candidates know this is the final round and tell them who they’ll meet. 
  • Combine info from previous hiring steps to help you in your final decision. 

Candidates in the final round are already qualified for the job. Instead, use this time to make sure candidates share your company values, can provide fresh ideas, will be awesome team players and will contribute to your company success.

Final interview questions

  • At this final stage, what are your salary expectations?
  • How would you want to grow in the company? How would you achieve that vision?
  • Tell us about some of your extra-curricular hobbies. 
  • Would you apply for this position again knowing what you know now?
  • When is the earliest you can start?
  • Now it’s your turn! Do you have any questions for us?

Candidates to look for

  • Logistics: This is your last chance to drill down on salary, notice time and working hours/days.
  • Goals match: Avoid employee churn by making sure your candidates’ career goals match your company’s objectives.
  • The best of the bunch: You’ve probably got some awesome candidates at this stage. To help you choose and visualize each candidate working at your company think about: Who would settle in faster? Who would work harder to reach goals?
  • They get it: Look for candidates who understand your company’s needs and objectives. They’ll adapt quicker and perform better.

Candidates to avoid

  • They’ve got nothing to say: If a candidate doesn’t ask questions, you’ve got a red flag. They might not be interested in joining your company after all. 
  • Unprofessional candidates: They’re still in an interview, even though you’ve met before. If they become too informal (particularly if they’re meeting the CEO) that’s not cool. 
  • They’re inconsistent: Differences in a candidate’s behavior from their first to final interview is a sign their true personality hasn’t come through. 
  • They change their tactics: If candidates wait until the final interview to share limitations or changes to salary expectations, they might not be great team players.
  • Lack interest: A passive attitude suggests they might not be so interested anymore.

Start optimizing your recruiting process today.

Start optimizing your recruiting process today.

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