15 questions to ask in a final-round interview

When you reach the last round of interviews, you’ve likely met with candidates at least once and assessed their skills and experience. Final interviews help you understand candidates’ career aspirations, how they handle real-world scenarios and whether their goals align with the position.

Here are some common questions to ask in a final interview:

1. What questions do you have about our company?

The questions a candidate asks about your business can reveal the amount of research they’ve conducted during the hiring process. If they ask thoughtful questions about your company culture, business policies, expectations and the products and services you provide, it may indicate genuine enthusiasm for the position. Questions about growth potential can help assess candidates’ long-term commitment to your business.

The final interview is also an opportunity for candidates to understand the scope of the role. While it’s important to communicate your expectations clearly, it’s also the candidate’s responsibility to seek clarification.

2. What interests you most about the position?

How candidates answer this question can indicate their passion for the job and understanding of the role’s responsibilities. Keep in mind that some candidates may be shy and their answers may not reflect their level of interest.

Read more: How Passion Powers Careers, Plus 3 Tips for Recruiting Passionate People

3. How do you stay motivated in a work setting?

A person’s motivations can provide insight into their personality and desired managerial style. Some candidates prefer praise and recognition, while others find satisfaction in solving problems or working with others. In some cases, employees are motivated by independence and autonomy.

Responses to this final interview question can help you understand how each candidate may fit into the role. For example, if someone is motivated by individual accomplishments, they may excel in a highly independent position. Consider how the responses fit with your managerial style—can you provide what drives them to succeed?

Make notes about the answers and revisit them once you choose a candidate. Understanding the candidate’s motivations and goals can help them reach their full potential.

Read more: Motivational Fit: 4 Interview Questions to Ask (With Downloadable Templates)

4. Where do you see yourself growing within the company over the next few years?

If your company is trying to increase employee retention, look for candidates who desire a long-term working relationship. You can ask about their career goals and ensure they align with the open position.

Someone interested in a leadership position might stay longer in a job with upward mobility. However, if their ambitions don’t match what your company can offer, you may invest in a different candidate—even if they have less experience.

Related: Helping Your Employees Grow With Short-Term Career Goals

5. What do you see as the biggest opportunity for improvement in our company, and how would you contribute to it?

Look for candidates who can demonstrate the ability to brainstorm and take initiative. If a candidate can suggest improvements, it may show they’re innovative and may potentially enhance your team.

6. What would your 30/60/90-day plan look like in this role?

Employers typically look for workers who can grow with their companies. If a candidate can anticipate future milestones, they likely prioritize career development and professional growth.

7. What unique perspective or skill do you bring to this role that others might not?

If you want to give candidates an opportunity to discuss their abilities, this is one of the most effective questions to ask in a final-round interview. You might learn about unexpected qualifications, achievements and experiences that could provide value to your business. Focus on how the response addresses the specific needs of the position—it can help confirm they understand your expectations.

8. How would you work with [specific departments or teams] to achieve [key goal for the role]?

Collaboration is often required within most roles. This question helps verify the candidate is able to work with others. It may also demonstrate their leadership skills based on how they hypothetically approach this goal.

9. What type of work environment do you enjoy?

This question can determine whether the candidate’s preferences align with your company’s culture and management style. For example, if a candidate prefers a busy, energetic environment, they may thrive in your company’s open office.

If your office doesn’t align with the person’s preferred work environment, discuss the discrepancy openly to ensure the candidate is fully informed.

10. How do you handle disagreements with a manager, and can you share an example of a time when you navigated such a situation?

This question reveals how a candidate handles disagreements with management, showcasing their ability to communicate respectfully, balance differing perspectives and maintain professionalism under authority.

11. How do you handle conflicting priorities or disagreements with team members?

This final interview question can reveal how candidates handle conflicts with peers. Ideally, they should resolve issues internally and know when to involve management.

12. How do you handle stress, and can you share an example of a time you managed a high-pressure situation at work?

Some people thrive under stress; others become overworked and burned out. If the open position has specific demands, this question can show how the candidate handles pressure from a deadline or requests from upper management.

13. What’s most important to you in making a final decision about a job offer?

This final interview question can help you understand the candidate’s level of interest in the role and their decision-making timeline without directly asking about other job offers. It reveals how they prioritize aspects like compensation, career growth or work-life balance, giving you insight into their thought process and how quickly they may make a decision.

14. What specifically about our company and this role excites you?

This straightforward question can provide a clearer picture of their enthusiasm and understanding of the role. The answer can also reveal how your business is perceived and what you’re doing right. You can use these insights to strengthen your recruitment and employee retention strategies.

15. Do you have any questions or concerns about the role, team or company that we haven’t addressed?

The final interview should be a two-way conversation. It’s a chance for your company and the candidate to determine if the job is the right fit. You’re also promoting your business, so remember to clarify any important aspects of the role. The candidate may have questions about policies and procedures, job expectations, benefits and more. Your answers may influence whether they accept your job offer.

FAQs about final interview questions

How many final round interview questions should you ask?

Consider preparing 5-10 questions for the final interview. You may need to ask additional questions in these situations:

• Multiple candidates seem well-suited for the role
• The job has a high level of responsibility or seniority
• Earlier interviews were limited in scope or length
• You have outstanding questions or concerns

Is a final interview a formality?

While every company is different, a final interview isn’t usually a formality. It can help you select someone who is likely to succeed in the position.