Attempting to understand how good candidates assess their performance and true interest in the job can sometimes lead to awkward questions that don’t really get to the red hot center of information.

After a candidate completes the final interview, I ask them two very basic questions:

  1. Rate from 1 to 10 (with 10 being the highest) how you think you performed in the final interview
  2. Rate from 1 to 10 (with 10 being the highest) your true interest level in taking this job (if the client offers a “win-win” offer to you)

These are excellent springboard questions for an in-depth understanding of the candidate’s point of view on the final interview. You can compare this information to what your client is telling you on the candidate performance. It also serves as a positive catalyst for your client to make an offer if they understand that the candidate’s interest level in taking the job is a 9 or 10.

Asking for the ratings helps to facilitate a deeper discussion and helps predict your future success on cutting a deal for your client and candidate.