Are you working with other recruiters?
Why do you want to work with me?
Would you be willing to sign an exclusivity agreement?

Especially in this market when people are freaking out – they will do anything to get a job or keep the one they have. Saving time is key, interviewing takes a lot of effort for little return.

Seeing is Believing:
Perhaps going into an interview, setting the candidate expectation on a level playing field is needed. Break down the amount of hours you are about to spend with this person, divided by the amount of the fee range they could bring you, based on their salary requirements. This will give them a clear picture of your hourly rate – you are giving them sponsored by the company they go to work for in the future. With each phone call, email and marketing call, your hourly rate gets diminished. Perhaps with this analogy they’ll become more aware of the “trust account” you’re about to open.

If you are in executive search, candidate marketing is 1/2 of the business. Without a dedicated candidate, the interview is a time -leech – By being up front and confident, you’ve just saved yourself countless hours of headaches…. by not “chasing the fee”.

Don’t Chase the Fee:
Good recruiters need not to “work into a relationship” they are already known for their skills, their network – and most clients and candidates are referred to them by default.

Honestly, I believe the interview should be done by an entirely different entity than the deal closing/making. This could solve a lot of problems created by misinterpretation/misrepresentation on both sides, or at least combat the thought thereof.