Insights & Resources

Something we’ve been seeing more often recently is an assumption that once a candidate has interviewed, interest can be taken for granted.

In reality, even after strong interviews for very attractive positions, candidates still have questions. They want to understand how the role is viewed internally, what success really looks like, and how leadership is thinking about the business over the next few years. And of course, they want to know if the client is as enthusiastic about them as they are about the client.

One of the most valuable parts of a search process is the feedback that comes out of the interview debriefs. Those conversations often surface what resonated, what gave clients or candidates pause, and what truly differentiates a role and the best fit in a competitive market. The more communication you have, the more building blocks you have to create a solid foundation with a potential new team member.

When clients engage with that feedback, it almost always strengthens the process, sharpens the message, and leads to better outcomes on both sides. 

#Interviewing #Feedback #LegalRecruiting #ExecutiveSearch #SearchProcess #Communication #TeamBuilding