Each recruit is different.  Candidates are motivated by a variety of factors of various importance – money, title, job description, geography, career path, family issues, ego.  Each candidate has a unique combination of these motivational factors.  Along with these are our (as recruiters) emotions, which will range from love to hate.  Understanding and controlling our emotions can go a long way to help more accurately analyze the candidates’ mix of motivating factors, as well as lead to better interpersonal relations with the candidates - and lead to more success.  In fact letting the candidate in – letting them get to know who you are and what you believe, can be a very compelling aspect of the process for the candidate, even with the understanding that you are trying to sell something (a new position or career move).  A strong set of core values and self-confidence will shine through your sales pitch and color the process in a positive way.  Of course a recruiter’s strong emotions and beliefs can also get in the way and undermine the process and that is where self-control comes in.  The challenge for you as a recruiter is knowing yourself AND having enough self-discipline AND having the understanding that being honest about who you are, will most likely have a positive impact on the trust a candidate gives you.  That trust will lead to more success.