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Final Interview Q&A for Employers and Job Hunters | No BS Job Search Advice Radio

EP 855 Whether you’re an employer or a job hunter, being well prepared for final interviews is critical.  Although focused on employers, these questions are very important for job hunters, as well.


But background was in executive search. I filled a lot of positions over the course of a 40 year career and now I coach, job hunters. I know also coach employers about hiring. Generally, when I do video, it's for one side or the other. Today, I thought I would do something is really geared toward both of you and talk about Q&A for final interviews. Although it is slanted toward employers, I think job hunters will get a lot of benefit from this as well. That's why I title this, "Final Interview Q&A for Employers and Jobhunters."

Here's what I want use an employer to do when someone comes in to meet with you. Whether you are bringing back 1, 2 or 3 people, I want you to say, "This is going to be our final interview. At the end of this process, I'm going to have a clear idea of who I'm going to say yes or no to. That's what my goal is. I want you to be completely transparent. " At the same time, Mr. or Ms. Employer, I want you to start working in different ways to get commitment from the job hunter so that you will have a choice of potential higher.

For you as a job hunter, I know you want to know would you stand with an employer, right? You don't want to feel like you're being left up in the year in their thoughts knowing that are going to be making a decision and it is not going to drag on for weeks is huge. If it does drag out for weeks, you've learned something about this employer and how they make decisions. They are always good find it difficult to make a choice. Employers, that is the message that you sent to people. I think is very useful for you to hear that.

Once you have done that, Mr. or Ms. Employer, I have a great starting with question for you. "Deep completely understand the job description?" I think that is a great question to start off with because I think there are always nuances a job hunter doesn't know that they can ask you about. Let's say, they say, "Yes." Here's the question to ask next. "Give me 3 reasons why you would be a great choice." Folks, if your job hunter, you need to have some answers to that question other than simply saying something like, "I would be a loyal employee," and acting like you would be a good puppy. You want to have 3 practical reasons that scientists job for why you would be a great hire for them.

From there, if you are an employer, I would ask, "What are your thoughts and concerns about the role?" This should always be some sort of a question mark or concern a job hunter has . You would expect them to walk in and say, "No! I understand everything! Every last detail!" That isn't being a human being. That's BS. At the kind of BS to job hunters of been trying to give. You want a real person, there with whom you can have a conversation of trust.

So you start off with, "Do you understand the job description," progress to, "Give me 3 reasons why you be a great choice," and moved to, "What are your thoughts and concerns?" Next, here is a, "left-field question" that I think is a good one. "Tell me about 3 people who you like and respect most and what it is about these 3 people." That is question is a character check because what you want to do is understand the values.

There are a lot of people for many reasons including cultural reasons will talk about their parents, their grandparents and you must respect that choice of theirs. Do not diminish it in any way. From there, listen to them. But what your listing to is the values that they place upon the choice, not who the person is. I want to listen past who the person is to the values that are represented. Job hunters, that is a huge piece for you-- understand what your values are. When you join in employer, it shouldn't be just about the money. You want to demonstrate yourself as a human being with character.

As an employer, you want to ask a person about their long-term goals. You want them to be forthright with you. If you seen some of my videos, you know that there's a question that I picked up from Reid Hoffman, "What do you want your next job today?" I think that's a great question to ask. This involves longer-term goals and it's the same question disguised in a different way. After all, employers, you know that they are not going to be there for the next 20 years. Let's get real. You're not good be there for the next 20 years . So why would you expect them to think in those terms? Employers don't allow people to do that for many reasons. Employers, I want you to ask job hunters want to be prepared to answer what your long-term goals are.

A variation is, "Let's say I don't choose you will be don't get together on this job, what would you plan on doing next? What sort of choices would you make for yourself? What would you be looking for?" What you are looking for are people who would deviate from the role that you have outlined for them. It's a little bit of a trick.

For example, I'm going to use a black-and-white scenario, if you are interviewing for a sales job in their next choice of options would be for a non-sales role, you would want to hire them, right? You're looking for those offbeat kind of choices that would signal to you that they are just doing this for the money.

Employers, you will lay out what your standards are for great performance. What are your expectations? Normally, that really isn't addressed. I wish it was but a lot of firms them to address it.

Finally, I think there is a question that you should ask as an employer that you, as a job hunter, need to be prepared for. "Do you want us to move forward? Why?" I think that those 2 questions together as your final questions will go a long way toward indicating whether or not someone is really interested in your role. I think a lot of people go to final interviews and/or really ambivalent. They want the offer but they are not completely sold on it.

When you look at these questions, whether you are an employer or job hunter, what they are designed to do is find out more about a person and their values, demonstrate that they understand what the role is and what your expectations of them are. Thus, when it is time to make a decision, you have a much more whole picture of who this person is and whether they could be a good choice.

Deciding between multiple people that are really close, that is a question for another time. I think these are great questions for you and employer to look at and for job hunters to be prepared to answer.

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and business life coaching. He is the host of “Job Search Radio,” “No BS Job Search Advice Radio,” and his newest show, “No BS Coaching Advice.”

Are you interested in 1:1 coaching or interview coaching from me?  Email me at and put the word, “Coaching” in the subject line. offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.  

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