Dear Dipti ,
Your question would depend on different areas as mentioned below:
- Role for which the interview is conducted
- Profile of the candidate
- What is the point of differentiation you are looking for?
- Finally, what is a priority to the organization? Is it eagerness to join , testing the merit and right fit?
You would have to form your own set of questions depending on what you consider as deal breaker. I understand this would remain the last round before the offer is made. I would suggest you to try and asses the needs of the candidate. This is important at this stage, as you have already tested them on their capabilities which are why they have cleared all the other rounds. Hence, gauge what it means, most to the candidate and check the right fit with the offerings in the role, for the final time.
You may share the opportunities and limitation within the role offered. Most of the time, the candidate would drop out the moment you discuss limitation. Please consider this as a boon, as it’s better to have a final round interview dropout than attrition later. If they show no hesitation towards the limitation ask them how they can make an opportunity out of it. You would realise what motivates them from their answer.
Here are few suggestions which may help you in your research to prepare the list:
https://www.citehr.com/116047-best-a...#axzz189dX43oe
https://www.citehr.com/253440-interv...#axzz189d900Gs
https://www.citehr.com/268222-hr-que...#axzz189dAXCeA
https://www.citehr.com/120130-bundle...#axzz189dVheZL
Regards,
(Cite Contribution)