How to End an Interview

Conducting an interview is one of the important aspects of recruiting, as it can be one of the first impressions the candidate has of the company. When conducted poorly, it can end up being awkward, unsuccessful, and time-consuming – both for the candidate and the recruiter. However, knowing the tips and tricks for conducting and ending an interview well can demonstrate a good first impression of the company and of the representative who’s conducting the interview. Ending an interview effectively can set the tone for the rest of the recruiting process and ensure all the right questions are being answered.  

In this piece, we provide a few tips on how to end an interview.

Tips for the Interviewer

Allow Them to Ask Questions

Allowing the candidate to ask questions at the end of any interview can be a crucial part in evaluating the individual. The questions that candidates ask can be a key indicator of if they are the right fit for a position. Not only does this allow candidates to get answers to questions you may not have covered during the interview, but it can also provide insight into if the candidate shows a genuine interest in the role and has researched the company and the position. If they focus on irrelevant questions or ask no questions at all, that may be a red flag. Instead, expect quality questions such as the challenges and qualifications for this role and how they may fulfill them. Thoughtful questions demonstrate that they understand the role for which they are applying and have completed their research beforehand. 

Don’t Lead Them On

Unless you feel like you have met the perfect candidate and want to hire them on the spot, keep your language impartial. The candidate you are interviewing is likely not your last. As such, using polarizing language suggesting they did or did not receive the position could rub the candidate the wrong way, especially if it might be bad news. Even if your candidate is checking all the boxes, there are more people you may talk to along the way who could be an even better fit. As such, it is best to remain impartial, even in conversations about benefits or company culture. Allow an open window of time for negotiation and don’t be too definitive as it could scare candidates away.  

Promote Transparency

There is nothing worse than expecting to hear from a company and getting ghosted. In fact, job seekers reported not knowing where they stand as their number one annoyance within the recruitment process. Whether they received a position or not, telling them how and when the next steps look like will reflect positively on your organization. Candidates want to know if they will be receiving an email or call and what the appropriate timeline for receiving that communication is. Not giving a timeline or communication method just leaves candidates unsure, and they may be more likely to move on to another organization.    

Thank Them for Their Time

An obvious, but often overlooked, part of an interview is thanking the candidate for their application. While they may or may not be the ideal candidate, you want them to remember their interview process as pleasant. Even if the candidate is not receiving that specific role, you never know when their skills could come in handy in the future. So, thanking them and being considerate will leave a positive impression on them when making their evaluation of your organization.      

Looking Forward

When ending an interview, it is important to be mindful of your approach and execution, as it ultimately reflects on your organization as a whole. Remaining professional while also being considerate and attentive will ensure a positive hiring and recruitment process. By implementing these strategies and working with experts at BCTG, you can ensure that you will be conducting and executing an interview in the most efficient and effective way possible. 

Contributions from Leah Harding