why interviewers ask if we have any question at the end?

Juniper sdnn
Nov 2 19 Comments

i have observed most of the interviewers ask if we have any question related to the team or position or the company at the end of the interview. if the interviewer has already rejected the candidate in his mind, why he even wastes his and the candidate’s time. the innocent candidate tries to find a good question and shows interest in the team/ company.
what would i do knowing about a team / position/ company which cant join due to the rejection

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 TOP 19 Comments
  • Samsung Oye-O-o-Aa
    I interview many people. Giving the candidate a chance to ask is also part of interview. I can assess 1) How much research they have done by the quality of their questions 2) their interest level in the position.
    Nov 3 5
    • Amazon caspe
      If these points affect your interview decision, that's bullshit.
      Nov 3
    • Lockheed Martin Schz
      #2 is relevant. I prefer to hire someone who is genuinely excited to work for us she possible rather than someone who is indifferent. #1 I agree is not very important
      Nov 3
    • Amazon mavo
      ^Assuming you are choosing between two candidates with exact same skill set which is often not the case. There are far more important data points during the interview than last 2-5mins of interviewee questions. Also, in big companies where team isn't determined beforehand, being excited about company is irrelevant to job, team, etc...
      Nov 3
    • Lockheed Martin Schz
      Someone who is excited is far more likely to stick around for more than a few years. Given how nearly every thing we work on is nearly unique, it takes a fair amount of time for folks to come up to speed. Maybe in SWE coders are plug and play into a project pretty quickly. Not the case when designing and building spacecraft.

      I will trade some knowledge at time of hire for someone who is doing it for more than just a paycheck
      Nov 3
    • Amazon mavo
      I am very open to change my position if I see datapoints supporting your view
      Nov 3
  • Intuit c9a4b
    What if you want the candidate? You let them ask more questions so you can sell them on the idea of the role.
    Nov 2 2
    • Juniper sdnn
      OP
      Yes but i am talking about the case where they reject the candidate
      Nov 2
    • Facebook / Eng SegTree
      Interviewers often don’t know whether they will reject or accept a candidate at the end of the interview. Sometimes they need time to weigh the pluses and minuses. Sometimes they want to double check something.
      Nov 3
  • Amazon rvghc
    There are several reasons:
    1. You shouldn’t tell candidate whether you incline or reject. Asking for questions only passed candidate will uncover tour decision.

    2. You don’t know whether a candidate passed because there are other interviewers, so the candidate can pass even if you reject.

    3. You provide information and advices that can be useful in general (if candidate asks right questions).
    Nov 3 0
  • New IrDB03
    I am questions to the candidates even when they are a clear reject is to ensure they feel more comfortable and have a good experience with the interview. The candidate may not vote fit for the current role but the same candidate can make wonders in a different role or team!
    Nov 3 0
  • Facebook ⭕w⭕
    They really should just put you in a room with a laptop and have you take a private contest instead. No time wasted communicating with a person, and you'll know if you got hire or no hire because instead of a live leaderboard, it'll show you past performances of candidates along with their hiring decisions. And if it's an offer, you receive an immediate offer letter with compensation already calculated based on your performance instead of playing stupid games with recruiters over the phone.
    Nov 3 1
    • Lockheed Martin Schz
      Someday AI will be able to handle most coding tasks. Until then, how candidates interact with other people will be a very important factor in making wise hiring decisions. Skill and knowledge are important too, but only part of the equation (plus everyone has an off or great day sometimes so a single test isn’t 100% reliable)
      Nov 3
  • Cerner OUBP04
    For legal reasons, you treat all interviewees the same. If you ask the good candidates the question, you ask the unfit candidates the question. For brand, you sell all candidates on the company so they will speak positively to their peers. Would you prefer the interviewer to end the meeting after 15 minutes?
    Nov 3 1
    • Juniper sdnn
      OP
      I would prefer talking for even 5 mins if i sense i am not going to be hired. I can focus on other companies
      Nov 3
  • Lockheed Martin Schz
    No hiring team that takes the decisions seriously makes a decision during the interview unless the candidate is an EXTREMELY good or poor fit. Also even once the decision is made, whether an offer is actually tendered can depend on factors outside of the control of the interview team.

    The interview and part is also an opportunity for the applicant to check out the company. It is important for the candidate to try and judge their impression of fit with the team and the company . In the event of a hiring decision decline or candidate refusal of an offer, the candidate may wish to reapply in the future someday, and it is important for the interviewing team to give the applicant as frank an understanding as possible about the company.

    How excited the employee is about working at the company comes out well before that end phase of the interview . That is not its purpose.
    Nov 3 0
  • Snapchat bFCN68
    Hiring decision is not a decision of one person, it is a consensus of the panel and sometimes there can be more no hire votes and the candidate would still be hired and even succeed at work. Don't focus on why you may be rejected, focus on how to give them more reasons to hire you. Show passion, knowledge, interest, empathy, courtesy, the list can go on and on.
    Nov 3 0
  • Microsoft aNXF50
    I always ask that, to end the discussion in positive note. Interviewer would be driving the discussion throughout. It won't be nice to tell candidate that they can wait for the result and we are done.
    Nov 3 0
  • Cerner frogmetal
    @OP, I completely agree, why do interviewers even bother with that. They should just say "We'll get back to you, you will hear from the recruiter etc." and hang up.
    Nov 3 0

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