Admittedly prepping a passive candidate is difficult to do as you may scare them off therefore it is important to ease them into the prep. Remind them that you want to make the best impression regardless of interest levels, it would be a disaster if they were to meet a competitor and the competitor didn’t think highly of them.   


Give the candidate feedback from the client from when they were presented, what they liked, what they didn’t etc and run through the clients issues that they need a solution to.


Re hash interview confirmation to ensure the candidate knows exactly where, when and who. 


Our clients will always look at our candidates both from a clients and candidates point of view. They will put themselves in the shoes of the Managing Director of HSBC and ask would I want this individual to represent my business and similarly would I want this individual to represent me for my next career move. The client will ask themselves “would I buy from them?” 


Many people in an interview forget that it is a business meeting and should be treated as such, you want the person on the other side of the table to buy from us. It is not an exam so it is not an issue to prepare documents and information that may help and it is good to take notes throughout the interview.  


You must also consider science when looking at this and implement Murphys Law. Ask the candidate to think of a reason they wouldn’t hire themselves, they must be completely honest with themselves as what could go wrong will go wrong. Once you know the answer to this you must be quite brutal in developing answers around these potential issues and turn this negative into a positive.  


A candidate never likes to hear that they are terrible at something so be tactile when critiquing, don’t just start telling them why they are wrong and telling them they are terrible, you must adopt “build/break/build”. Build their confidence by complimenting the good things that they do, then breakdown where they could improve and build their confidence by complimenting the vast improvement in performance. You candidate should always feel amazing after speaking to you, but you should never shy away from difficult conversations.   


STAR is a job interview technique used by interviewers to gather all the relevant information about a specific capability that the job requires. This interview format is said to have a higher degree of predictability of future on-the-job performance than the traditional interview. This technique is a behavioural interview technique: 


Get the detail – Anyone in a sales environment will know what their targets were, what their key achievements have been and what they have billed. The more information a candidate gives the more understanding the client has, the more understanding a client has the more investment they are likely to put in (increased levels of information diminishes risk and increases investment). It is important that the candidate gives all details to the client, some people will be wary of giving client information etc over in interview however they must trust our client otherwise they cannot be made an offer.  


Dress code 

The market is now much more competitive than it ever was. You need to prep the candidates to be much more entrepreneurial to be able to cope with the competitive market. 

How is the candidate going to help the client carve out a space in the market place? 

What makes them better than their competition? 

Where are they going to be in 5 years? 

What are their USP’s? 

Pushing the candidate on some simple fundamentals is also key: 

Personal likes and dislikes of the client 

Running through the structure of the interview 

Remind the candidate of what they physically need to bring to the interview 

Give the candidate feedback from other candidates that have interviewed there 

Give further company information, structure of the team, business, USP’s etc 

Find out the candidates understanding of the role 


Pre empt any negatives – The candidate may not be a perfect match for the client, therefore turn any negatives into positives 

Find out the availability for the next interview and reduce the time between at every opportunity. 

Re visit push and pull factors  

Create Urgency – time kills all deals