I’ll be the first to admit I like to talk. There have been times where I’m chatting with a great candidate, look at the clock, and realize I’m supposed to be done with the interview and into my next meeting already. I learned pretty quickly that without an exit strategy for an interview, I can easily lose track of time or go off on a tangent, both of which are bad news for my calendar and the candidate’s experience.
Since interviews are notoriously the most time-consuming part of the hiring process, it’s important to keep a tight leash on how long they run. And, since they’re one of the only times you get to meet a candidate face to face, it’s in your best interest to make the experience as positive as you can. I’ll explain my strategy for ending job interviews on a high note when you’re the interviewer and share some tips for making the most of the few moments after the interview concludes.
Why It’s Important to Have a Strategy for Ending Interviews
Stay efficient
Clock management isn’t just for football. Your time is valuable, and when you’re deciding who to hire, it’s essential that you get the information you need from the interview in the time allotted. This is especially true if you have many candidates to speak with.
Having an exit plan in mind will help you avoid talking in circles, droning on, or letting the interviewee dominate the conversation, all of which are detrimental to your ultimate goal of learning whether the candidate is qualified for the job.
Maintain a positive candidate experience
A year or two ago, I interviewed a passive candidate who wasn’t sure about leaving her current job. I knew she’d be a great fit for our client, but it was clear she was on the fence. Though this was of course frustrating on my end, I avoided the urge to cut our conversation short. Instead, I spent the remainder of the time emphasizing why the client was a great place to work and citing the strengths that made me want to interview her in the first place.
It wasn’t a surprise when she withdrew from consideration shortly after the interview. But a few days later, a referral dropped into my inbox. The sender? That same candidate. She was introducing a colleague whose experience closely matched her own, and she gushed about our professionalism and welcoming attitude. Because I’d taken the time to conclude the interview properly and in a positive way, we’d turned a candidate into an advocate.
During the interview, a candidate is feeling out the company just as much as you’re assessing them. The end of the interview will be the last thing they remember as they decide whether they want to continue to move forward in the hiring process. If it’s awkward or worse, unpleasant, they may change their mind about their candidacy. So make those last few minutes count.
Also, candidates will be looking for clues as to where they stand in the running for the job, so it’s important to choose your words carefully after the conversation.
Related: Candidate Experience Best Practices
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How to End an Interview as the Interviewer Effectively
1. Wrap things up
Keep an eye on the clock and your list of questions. As you near the end of your conversation, give a verbal signal that the interview is coming to a close.
Sometimes, you might need to interrupt a long-winded answer from the candidate. Here’s a statement that works well for me: “I’m sorry to cut you off, but I want to be sure we have time to cover everything.” Then move to step number two.
2. Allow them to ask questions
There’s a good reason the customary last question in an interview is, “Do you have any questions for me?” The candidate’s queries can give you valuable perspective on whether they’ve done their research on the company, what’s important to them, and where their head is regarding the job.
A candidate’s questions may help you rule them in or out of the process. If the first thing they ask about is vacation time, for example, it could be a bad sign about their level of commitment to the job or a lack of awareness about professional etiquette.
Their questions may also help you compare two similar candidates, showing you shades of their personalities that can help determine culture fit.
3. Share next steps
Candidates want transparency. When we conduct candidate experience surveys, job seekers regularly say communication and not knowing where they stand is their number one complaint we see with hiring processes.
While you don’t need to tell a candidate explicitly whether they’re moving forward or not, you should wrap up the interview by giving them an idea of what they can expect next. How soon should they expect to hear from you? Will you communicate via email, phone call, or some other method? Can they reach out to you if they think of additional questions?
Transparency goes a long way to setting a positive tone and keeping strong candidates interested in the position.
4. Keep it neutral
Avoid making any definitive statements about the interviewee’s status at the end of an interview. At best, you risk giving them an inaccurate impression of their job prospects, and at worst, you open yourself up to the possibility of legal action.
Even if you feel 100% certain in the moment that they’re the right pick for the job, things can change. I’ve felt completely sure I’d found “the one” only to have the next candidate come in with experience that’s even more relevant to the job. I’ve had great finalists selected and then had a hiring manager give them the thumbs down because they changed their mind on the skills they wanted. Anything can happen. Plus, you still need to check all the boxes, like speaking with references and conducting a background check, if applicable.
The same goes for making promises about what employment might or might not look like, like guaranteeing a certain number of PTO days or promising a specific perk. Defining the terms of employment should be left to the negotiation stage after an official offer has been made.
Related: Reference Checks: Sample Questions and Best Practices
5. Thank them for applying
A core component of a strong employer brand is leaving all candidates–even those who don’t receive an offer–with a positive impression of their experience.
Always conclude an interview with your sincere thanks for the candidate’s time. Though the conversation may have revealed that the applicant was clearly not a fit for the role, you want them to walk out of the interview feeling like they were respected and their participation was appreciated.
6. Prepare for curve balls
You never know what a candidate’s going to throw at you. Be prepared for unusual or even bold questions like “Do I have the job?” at the end of an interview. Some (admittedly poor) job seeker advice sites advocate for such aggressive tactics as a means for the candidate to demonstrate their confidence.
Maintain your composure and avoid sharing too much information. Don’t be afraid to say you’ll need to get back to the candidate if they ask a question and you’re genuinely unsure of the answer.
Example of How to End the Interview
Here’s an example script that emphasizes your thanks, leaves the candidate with a clear sense of next steps, and keeps communication open.
“It’s been great speaking with you. I know how difficult it can be to take time out of your schedule for a job interview when you’re currently working, so we really appreciate you making the time to talk. We expect to wrap up interviews for this position by the end of the week and hope to make a decision by the 15th. You should hear from us via email by that date, but if you have any questions or think of anything else you want to share before then, feel free to email me directly.”
Post-Interview Tips
Take a moment to reflect
I love giving myself five to ten minutes of unscheduled time after an interview concludes. This gives me a chance to reflect on the conversation, think about the candidate’s memorable details, and maybe even write some notes while the meeting is fresh in my mind.
I also like to do a little post-game analysis of the interview itself. What went right? What do I wish went better? Could the structure or questions be improved? This reflection allows my team to continuously refine our interview process.
Close the loop
Your work as an interviewer isn’t done once the candidate has left the room or signed off from the Zoom call. As soon as you can, complete your candidate scorecard and jot down pertinent details you want to remember. Don’t put it off, as the more time that passes after the interview, the fuzzier the details of your conversation will become. Making the right hire depends on taking sharp notes to help you accurately compare candidates.
Hand off the baton to other interviewers
If there were multiple interviewers, give your cohorts a nudge to complete their required post-interview feedback. This is one area where recruiting software can be invaluable; as each party checks off tasks, the system can automatically prompt the next person in the sequence to begin their work, avoiding unnecessary delays.
Move the process forward
Once you’ve taken all the necessary post-interview steps, put the candidate in a category to determine what steps need to be taken next. We find three categories are usually sufficient: move forward, eliminate, or need more information.
More information might be another interview, a conversation with their references, a second opinion from someone else in the company, etc. Then, take the next steps accordingly to keep the hiring process moving forward.
Related: How to Write an Employee Offer Letter With Sample and Template
Following these steps will help you close out interviews in a professional, pleasant way, creating a smoother experience for candidates and positioning you to hire more efficiently.
