In the rush to deliver candidates to a client who is feeling pressured to fill a job opening fast, many recruiters fail to obtain some critical information about their candidates before they refer them to the employer. Let’s take a look at a few questions recruiters need to ask before their candidate interviews with an employer.

1. Do they really want this job?  I know that question seems obvious; but sometimes during a recession job candidates will apply for any and every job available just to hedge their bets. They may have applied for your position; but is it really their first choice?  Good recruiters only refer clients those candidates who have expressed a genuine desire to work with the employer. If your candidates long-term goals don’t quite line-up with the position for which they are applying, there is a high probability that your candidate could be on the “rebound.”
2. Does the job jive well with the candidate’s current lifestyle?  Is the client accustomed to short commutes, short workdays and long vacations?  If so, placing them in a company that requires a 2 hour commute each day, frequent overtime and very little time off could create a culture shock for the candidate.  Quality of life issues and culture are major determining factors in whether a candidate will fit it and remain with an employer.   When considering if a candidate is a good fit, look at everything from the daily commute to compensation and personality. 
3. What does the candidate expect from the employer?  This goes a lot deeper than “getting paid on time and receiving opportunities to grow.”  Most candidates change jobs because something is missing and they want to gain that “something” elsewhere.  It’s the recruiter’s job to find out what that “something” is and connect the candidate with an employer who can fulfill that need.

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