The importance of opening and closing interview questions

By asking strong opening and closing interview questions, you can give applicants an opportunity to make a strong first and final impression. Opening with a good question can set the tone for the rest of the conversation. This can put candidates at ease and encourage them to speak openly from the start.

Finishing the interview on a strong note is equally important. Asking the right closing interview questions gives each candidate a final chance to ask any questions they have and reinforce why they’re a strong fit for the role.

“Think of the interview as the beginning of your relationship with the candidate. This is your chance to start in a positive way and set the tone for a long-term association.”

—Joe Scotto, HR leader

How to introduce yourself during an interview

A friendly introduction during a job interview can create a welcoming environment for applicants who may be nervous about the process. It can also create a rapport that promotes conversation, leading to a more insightful dialogue.

An interview opening statement can include several key introductory elements:

• A greeting that includes the candidate’s name, such as “Hi, [Interviewee]. It’s a pleasure to meet you.”
• Your name and title
• Your association with the job being filled, such as a supervisor or department manager
• Where you’re located
• How long have you been with the company
• Brief description of your job
• Explanation of your role in the interview process

How to end an interview

At the end of the interview, invite the candidate to ask any questions they may have. These questions can help you gauge a candidate’s interest in the company and identify which aspects of the job are most important to them. They may also help you identify areas for expansion or improvement in subsequent interviews.

Here are some ways to help you make the last few minutes of an interview count:

• Address lingering questions or concerns. Before you conclude, give the applicant an opportunity to express any remaining concerns or ask final questions.
• Thank the candidate. Thank the candidate for applying for the position and for taking the time to attend the interview.
• Explain next steps. The application and interview process can vary significantly from company to company. It’s important to inform candidates about your hiring timeline and any additional steps, such as follow-up interviews, reference verification or background checks.
• Invite further communication. Candidates may have additional questions after the interview, so invite them to reach out to you if they do and provide a general idea of when they can expect to hear from you again.

Examples of opening and closing interview questions

Preparing opening and closing interview questions in advance can help you steer the conversation and gather the information you need to make an informed hiring decision. Here are some examples of opening and closing questions you can use when conducting interviews:

20 examples of opening interview questions

The following introductory interview questions can create a starting point for your conversation:

1. Can you tell me about yourself?
2. Where did you learn about this opportunity?
3. Can you tell me something about yourself that isn’t on your resume?
4. How do you see your career developing in the next few years?
5. What are you most proud of in your professional life?
6. How would your former colleagues or employers describe you?
7. What unique strengths or qualities do you bring to a team?
8. What’s your greatest accomplishment so far?
9. What do you hope to get out of this role?
10. What motivates you?
11. What aspects of your current or previous job did you enjoy the most?
12. What led you to apply for this position?
13. What interests you the most about this position?
14. What do you know about our organization?
15. Why do you want to work for this company?
16. What are your career goals?
17. What makes you a good fit for this company?
18. How do you measure success?
19. What about our company’s mission resonates with you?
20. What makes you the best candidate for this position?

20 examples of closing interview questions

The following closing interview questions can create a concluding point for your conversation:

1. Do you have any questions for me?
2. Is there anything we haven’t talked about that we should?
3. What else should I know about you?
4. Would you like to revisit anything from this interview?
5. How are you feeling about the position now?
6. Does this role line up with your expectations?
7. Do you feel qualified for this role? If not, what do you need to get there?
8. Why should I hire you?
9. What makes you stand out from your competition?
10. What makes you a good fit for this role?
11. What would be your immediate goals if you were offered this position?
12. How would you contribute to this organization’s mission?
13. Do your values align with those of the company?
14. How does this position align with your career goals?
15. If hired, what tools and support would you need to succeed in this position?
16. What is the single most significant contribution you could make to this team?
17. What is one thing you would like me to remember about you?
18. Do you have any concerns or hesitations about moving forward in the hiring process?
19. How soon would you be available to start if offered the job?
20. Can you give me your final elevator pitch in one minute or less?

Tips for successful opening and closing interview questions

When conducting interviews, keep the following tips in mind:

• Be clear and concise. Use simple language so candidates can easily understand your questions. This can help minimize confusion and keep the conversation on track.
• Focus on the role. Tailoring interview questions to the role you’re filling can help you gather the information needed to make an informed hiring decision. For example, if you’re hiring a coder, focus on technical skills, whereas if you’re hiring an artist, incorporate questions that let the candidate’s creativity shine through. Refrain from asking questions that are not related to the position.
• Use open-ended questions. Open-ended questions encourage applicants to introduce themselves and highlight what matters to them. This can help create talking points for the rest of the interview. Asking an open-ended question also helps you see how the candidate naturally communicates, which can help you hire someone who’ll fit the team and company culture.
• Create follow-up questions. Follow-up questions allow you to dive deeper into a candidate’s answer, so be ready to respond. Questions such as “Why do you think that?” or “What happened next?” can encourage a candidate to provide additional insight into their thoughts or reactions in certain circumstances.

FAQs about opening and closing interview questions

How can employers evaluate answers to opening and closing questions consistently across candidates?

To ensure fairness and reduce bias, employers should consider a structured evaluation approach. This includes defining success criteria for each key question, using standardized rating scales and training interviewers to assess responses based on evidence and behaviors rather than intuition. Consistency often helps compare candidates more accurately and strengthens hiring decisions.

What role do opening and closing questions play in the candidate experience and employer brand?

Opening and closing questions significantly influence how candidates perceive an organization. A welcoming opening sets a respectful tone, while a clear, engaging close demonstrates transparency and professionalism. Together, they reinforce the employer brand, increase candidate trust, and can positively impact offer acceptance rates even among candidates who are not ultimately selected.

How should interviewers adapt opening and closing questions for virtual or panel interviews?

In virtual or panel settings, interviewers should be especially intentional. Opening questions should clarify structure, roles and timing to reduce uncertainty. Closing questions should ensure each panelist has alignment and give candidates space to address multiple interviewers. Clear facilitation and pacing are generally needed to maintain engagement and gather meaningful insights.