|Employers|

Closing Questions

At the end of the interview, you must ask two important questions.

Find out whether the interviewer has any concerns about skills, experience or other qualifications.

Say something like:

"Based on what I've told you today, do you have any concerns about my ability to succeed in this job?" The goal is to turn up any hidden objections - concerns that the interviewer might not have voiced during the conversation. If the interviewer does mention an objection, present a skill or accomplishment that helps eliminate that objection. Sometimes, it's simply a matter of reminding the interviewer that you are skilled in a particular area. Other times, you may need to offer additional examples or experiences or accomplishments to prove your abilities. If it is not possible, you should describe other qualifications that make up for your lack of experience in the area of concern.

The second closing question actually is part statement, part question.

You should always conclude the interview by expressing your interest in the job and then asking when and how to move forward in the hiring process. Here's an example of a good closing question: 'I'm very enthusiastic about pursuing this position with you. When and how do we take the next step?" It's also a good idea to ask the interviewer the expected date of a decision. It is then possible for Worth Personnel Group to call for an update if we don't hear from the company by the anticipated date. When we have the interviewer's permission to do so, we don't need to worry that we'll appear pushy in inquiring about the progress of the hiring decision.

What not to ask

Just as it is possible to impress interviewers by asking insightful, intelligent question, it is possible to create a negative image by asking the wrong questions. It's a mistake, for example, to probe for specifics on benefits, perks, vacation time or raises or to focus too much on compensation during the interview process. Employers' main motivation is making a profit, and/or getting a job done. They want the candidate's main motivation to be the same.