How Hiring Managers Really Compare Candidates in the Final Round

You’ve made it to the final round. You’re up against two or three other people who all have the right skills, the right experience, and a solid interview performance.

From your side, it feels like a coin toss. But from inside that hiring room, it’s never random.

I’ve spent almost 20 years in recruitment, sitting in those conversations where hiring managers and interview panels debate who to pick. And let me tell you: the deciding factors are rarely the things candidates think they are.

It’s not just “who gave the best answers.” It’s a messy, human process, full of comparisons, gut feelings, and back-and-forth debates that can swing on details you’d never expect.

n this article, I’ll take you behind the curtain and reveal the 7 criteria hiring managers actually use when choosing between finalists. And just as importantly, I’ll show you how to tilt those factors in your favour.

1. Recency Bias: The Last Impression Sticks

Managers are people, not robots. And people remember the last person they spoke to best.

If you interviewed at 9am Monday and your competitor was at 3pm Friday, they’ll remember more about Friday’s interview — unless you gave them something unforgettable to hold onto.

I’ve seen great candidates sink simply because by the time the panel met, they couldn’t recall their strongest examples clearly. Meanwhile, the candidate who went last had their words fresh in everyone’s head.

How to tilt it:

• Plan your close. Don’t drift out of the interview. End with energy, and make it obvious why you’re excited about the role.

• Use your follow-up email to jog their memory. Reference specific points from your conversation so when they sit down to compare candidates, you’re back at the top of their mind.

• If you can influence timing, go later. Not always possible, but worth asking for an afternoon or end-of-week slot.

Think of it like a pitch meeting. The product they remember best is the one they saw last.

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