Screening candidates to fill an available job position can be an exhausting process. After sifting through dozens or hundreds of resumes and cover letters, completing the first rounds of interviews to screen out unqualified applicants and selecting the chosen few for the final interview and closing interview, you're finally steps away from bringing a new employee on board. Conduct a final interview and closing interview to tie up loose ends and set the right tone for the incoming worker.
Instructions-Final Interview:
1 )Invite relevant top-level team members who didn't evaluate candidates to attend the final interview. This provides additional insight and perspective into a candidate's presentation and professionalism, especially when observing how she engages with high-level decision-makers. You might invite the CEO or company president to make a "surprise" visit during the interview.
2 )Summarize the responsibilities of the potential job position, revisit strengths and address any concerns about weaknesses evident through his resume or previous interview responses for each candidate. Since previous interviews may be broad in scope, this is the time to sharply refocus discussions about expectations and concerns.
3 )Ask whether the candidate has any remaining questions or would like to make a final statement about his qualifications. This is the candidate's moment; your role is to listen for hints of hesitation or signals that the potential employee is the best pick for the job.
4 )Save job offers and salary negotiations for the closing interview, when the selected candidate is present. During the closing interview, explain why you are choosing the candidate using points from his work portfolio, quotes from references or evaluations from your current company employees.
5 )Set the right tone by being direct in closing interview negotiations. Playing hardball or being overly aggressive might convince your candidate that you'll be difficult to work with. Ask what your candidate's expectations for compensation are and start negotiations from there.
6 )Surprise the candidate with some positive news if he seems to be wavering. For example, ask the candidate for preferences in setting up his workspace.
7 )Provide the newly hired employee with a timeline for completing paperwork, attending orientation and beginning work. This can help him prepare his personal and professional life for the big change.
