View themselves in a different light, as brand ambassadors, and understand their role along the candidate journey

Empathise with candidates in the new world of work (current market trends that influence candidate attraction and sourcing: global competition, free-lancing, work-from-anywhere, skills of the future, changing candidate expectations) - by creating an Empathy Map on Generations, that aims to answer questions such as: Who are our candidates? What do they think? What do they feel? What do they say? What do they do? What frustrates them? What do they want? Where can we find them?

Sell the ‘’product’’ (company as an employer, the job itself - What are the ‘’key selling points’’?)

Create a partnership with the recruiter

Define the expected job results and key competencies

Plan the structure and prepare for the interview

Manage the interview flow - especially during a panel interview (HR and technical/hiring manager)

Use effective communication with candidates and the most effective questioning techniques (competency-based questions, the STAR method, questions for understanding reasoning and the motivation that underlies behaviour etc.), in both in-person and remote setting

Assess real-world candidate performance beyond standard questioning - in short, how candidates use their skills in a real-world situation – Knowledge, Experience, Competencies, Personal Attributes & Motivation - and make the final candidate selection

Avoid body language pitfalls, subjectivity and other unconscious personal bias in the evaluation process.