As well as practical preparation, we also need to ensure that candidates have the right mentality for the interview.  This can be summed up in one key word – confidence!  However, whilst we clearly don’t want candidates to be under confident, we can have just as many issues with a candidate who is overconfident and cocky.  We want to get our candidates somewhere between these two extremes, so again, we’ll need to manage different candidates accordingly.  If a candidate is under confident, tell them about specific things which mean that they are a strong match for the job (e.g .  “I know that my client is really looking forward to meeting you as he’s keen to hear more about the last project that you completed.”).  If they’re too confident, don’t be scared to mention that there is competition for the role, to appeal to their fear of missing out.