There may be a war for talent, but don’t let that lull anyone into the error of not preparing for interviews. I've seen many changes seen since I started in the recruitment industry in 2000. Corporate benefits have been reduced, there’s less hierarchy and more consolidation (both of which limit career opportunities), and the best candidates prepare more than ever for interviews. They review websites, interviewer backgrounds, accounts, products, and just about everything else you can think of. They’re building as clear an idea as possible about the firm they’re meeting. Of course, these perceptions may change during the meeting, but they want to maximise every minute of that meeting.

There often aren’t any silver medals in an interview process (although we’ve had lots of occasions when clients couldn’t choose between candidates and hired both), and you can be sure that someone on that shortlist really wants the job. The very, very best candidates also start preparing a mini-business plan based on their findings and the information they glean during the first meeting. Again, the plan may come with lots of caveats, but it gives the client a sense that this is a serious person who is looking to improve their business. This preparation helps move the conversation from the basics of “do we get on” to “can we make this thing better”.

Not everyone will have the time for the above, and not every role is suited to it (though many are), but if there’s one thing clients’ often dislike it’s a candidate who doesn’t ask any questions - literally nothing. Whilst it’s nice for the interviewer to feel they’ve given a comprehensive account of the opportunity; most are left feeling disappointed when they don’t receive any questions.