One of the most common complaints from job candidates is that recruiters fail to communicate important information when considering them for a job opportunity.  Important items such as detailed job duties, possible compensation and information about the recruiting process are often completely absent or poorly communicated.  Below are some items a recruiter should always include in their conversation with a job candidate:
1.    Detailed information about the job requirements and responsibilities.  If there are skills that the client is looking for specifically, do not forget to share this information with a job candidate.  The same goes for what the client's specific expectations are for the position.  Are there any unusual expectations?  Are there duties that require special skills?  Are there unusual hours?  These are all things you want to include in your conversation with the job candidate.
2.    Compensation and benefits.  We know that it can be difficult to give concrete numbers when it comes to compensation; but give the job candidate a range and mention any benefits (or lack thereof).  You also need to ask the candidate what his/her compensation and benefits requirements are and what he/she is willing to accept.
3.    Keep in contact with the job candidate throughout the process.  Often, job candidates are left waiting for weeks after they complete an interview with a client.  Don't allow a week to go by without sending the job candidate an email or calling to let them know where the client is in the decision process.
4.    Keep aware of candidate job status.  After a job candidate applies for a position make sure you remain aware of the job candidate's job status.  If a client takes longer than a week or two a job candidate may find another job and become unavailable.  To avoid any surprises, check in with the candidate every week and ask them "Has your employment status changed?"