You may have found the right candidate - but have you given them a reason to choose you?

An interview is not one-directional. You're assessing capability and fit, while the candidate is deciding whether this business is right for them.

A career move is a significant decision. If you believe someone is a strong fit, you need to bring the opportunity to life, not just describe the role.

Every candidate has their own drivers, and a good recruiter should have identified these and shared them with you at the outset, so you know what matters to that particular candidate and can address it during the conversation.

This is where a good recruiter earns their place.

For some candidates, it might be exposure. For others, greater influence, a larger remit, or the opportunity to build something that doesn't yet exist. It might also be understanding what differentiates your opportunity from the alternatives they are considering.

It doesn't guarantee a yes. But it means the interview does its job properly.

The best interviews assess the candidate while giving them a clear reason to want the opportunity.

That's the approach I take at Newton Searle. I take the time to understand what would genuinely prompt someone to consider a move, share that insight with you early on, and help you focus on the aspects of the opportunity that are most likely to resonate.