Closing an Interview
Find out how to successfully close your interviews here
You've asked all your questions and the candidate has asked all theirs. So what's next? And how do you close an interview effectively?
Here our steps for successfully closing an interview:
Closing the Interview
The very end of an interview can sometimes be awkward, but don't let it catch you out - communication is key. When you're closing an interview explain to the candidate clearly what happens next, and how long it will take. Sometimes the interview process can go on for days (or even weeks), depending on people's availability. So, once an interview has been closed give a clear timescale as to when the candidate can expect to hear back. Also let them know what the next step will be – another interview? An informal chat with a director? Or a yes/no straight away?
Keep Things Moving
If you've ever been the one waiting for the call, you know how frustrating it can be waiting for the phone to ring. So when you've made up your mind get in touch with the candidate straight away – they'll admire your efficiency and be grateful too. It's worth reading our article on choosing between candidates here if you are undecided about who to pick.
It's also a good idea to arrange next steps as soon as you can – whether that's the next round of interviews, or sending them a contract: the longer someone has to wait without communication, the more they may start to doubt themselves. So, if they have another offer on the table, what's to stop them from taking it?
If you're offering a candidate a job or inviting them to come and see you again, it is common courtesy to pick up the phone, especially if you've met them already. It is more personal and inviting and will give a better feel about the process. It will also allow you to explain in more detail what the next steps are. Always email them to confirm once you've spoken to them.
Pick Up The Phone
Giving bad news is never an enjoyable experience. However, if someone has taken the trouble to come in and meet with you the least you can do is call them back. Providing an answer is always useful - even if it isn't what they might be hoping for. Be considerate but objective, explaining clearly the reasons why they were unsuitable for the role.
All of the above applies whether you're dealing with candidates directly or using a recruitment agency.
If you don't like rejecting people, one benefit of using a recruitment agency is that your consultant will have those awkward conversations for you. Be honest with your consultant about the reason you're rejecting a candidate. It will assist them in helping the candidate improve their future prospects. Plus it's of more value to them than a stock answer.
Or head back to our employer advice area.