Think your job is over once you find great candidates and get them onto the interview track? Some recruiters might look at it that way. But better recruiters know that it benefits everyone concerned if they help their candidates succeed.

It’s ultimately the candidate’s job to pull it together for the interview. But you have information that they don’t. If you keep it to yourself, they might perform OK on their own. But if you take your job just a little further and offer a bit of coaching, their chances of success are a whole lot better.

Here’s how you can improve every candidate’s chance of a giving a stellar interview.

Discuss Previous Interview Feedback

Sometimes there’s no better teacher than the failures of someone else. Using feedback from the hiring team for candidates that didn’t make the cut, you can help them understand what they’re looking for.

For example, some hiring teams are turned off by a “cowboy” attitude, says ERE Media. While it shows ambition, it also makes the team a bit concerned about whether or not the candidate could collaborate well. Asking too many questions instead of elaborating on their own skills and aptitudes could also be a bad sign. Wherever candidates have fallen short, you can help them forge ahead.

Give Them a Game Plan

One of the most important preparations that candidates can make is learning the job requirements. From there, they’ll probably find it helpful to get a little direction on telling their own story, says ERE. Preparing small presentations that break down past projects is a good approach.

They should be ready to give an overview of a few different projects, explain obstacles that they overcame, how the projects were completed and what they might change if they were in the same situations again. ERE also says candidates should sell their ability and desire to learn and expand on what they already know.

Explain What to Expect

Every hiring team wants something a bit different from candidates. Using your inside track, they’ll be ready to answer questions such as how their conflict resolution skills function, how they operate on a team and how they go “the extra mile.” And if there’s a curve ball on the horizon, such as whiteboard problem solving during the interview, they’ll be ready for it instead of intimidated.

Hiring teams want to see confidence, preparation, and quantifiable attributes. If it’s on the resume, ERE explains that they should be ready to back it up. Beyond that, they want a candidate who interacts easily and genuinely wants the job. A candidate who is prepared is much more likely to relax and interview well. And a good interview is as important as education and experience.

Although you’re not required to help candidates get an offer, there’s nothing to be lost and a lot to be gained if you do. You don’t have to host a tutoring program. You just need some candid conversations and perhaps some written materials about what the company really wants. That helps clear away preconceived notions, give candidates real guidelines and help them focus efforts where they’ll matter most.

You’re in the business of recruiting the best and brightest, and RealMatch wants to make your efforts more effective. That’s a great team.