In this guide
For careers services and recruiters
A pre-interview briefing recruiters can send candidates
What a recruiter's pre-interview briefing should cover, from logistics and format to the role's real priorities, with a copyable template and honesty rules.
Why a written briefing helps
Phone briefings are easily forgotten under interview nerves. A short written briefing gives the candidate something to prepare from and gives you a record of what was said about the role.
What to include
Role and company: [title], [team], [one line on what the company does]. When and where: [date, time, location or video link, how long it lasts]. Who you will meet: [names and roles, if the client is happy to share]. Format: [competency questions, technical task, presentation or informal chat]. What the client cares about most: [top three priorities, in plain words]. Evidence from your background to bring up: [two or three specific examples]. Honest notes: [anything challenging about the role or team the candidate should know]. After the interview: [when you will call them, and how to reach you].
Connect the role to the candidate's evidence
Illustrative example
Matching priorities to examples
- Client priority: reducing customer complaints in a growing team. Candidate example: rewrote the escalation process in their current role.
- Client priority: someone who can train new starters. Candidate example: ran inductions for seasonal staff.
Pointing to examples helps candidates prepare; the answers themselves must stay the candidate's own.
Honesty rules for briefings
Keep the briefing accurate
- Describe the role as it is, including the harder parts.
- Share only information the client has agreed can be shared.
- Do not script answers or encourage claims the candidate cannot support.
- Be clear about salary ranges and terms only as the client has confirmed them.
- Tell the candidate if anything changes before the interview.
Where Luceria fits
Recruitment agencies can use Luceria for structured interview preparation and mock interviews for the candidates they are placing, and can post roles into the Luceria Link community. The recruiter page explains how a scoped pilot works.
Common questions
Should I tell a candidate about known problems in the team?
Share what the client has agreed can be shared and what the candidate would reasonably need to decide. Surprises after starting are a common reason placements fail.
How long should a briefing be?
One page is usually enough. Candidates prepare better from a short, specific briefing than from a long one.
Put it into practice
See how Luceria helps with thisDrafted with AI assistance and checked against Luceria’s editorial standards. Examples are illustrative, not real people’s results. Spotted something out of date? Tell us.