20 Questions You Need to Ask When Qualifying a Job Order

By Sarah Freiburger

Would you say “I do” to someone before knowing exactly who they were as a person? Hopefully not, and hopefully you feel the same way when saying “yes” to taking on a job order for a client. While not as heavy of a commitment as marriage, agreeing to a job order is still putting your time and resources on the line, and sends a clear image of your brand on what you are able to deliver.

During the business development moments of your recruitment desk, it is easy to start to accept job orders, especially from repeat clients, with too much acceptance and not enough qualifying. What you have to remember though, is that likely this order is contingency based, and the client will go with the recruiter who delivers the top candidate, so it is important to get a head start from the beginning, by being sure you have gathered all the information needed to work the search.

Try to get in the practice of scheduling a meeting or conference call on the onset of any new assignment. Invite your recruiters or trading partners who will be working the search, and establish a clear and open relationship with the client and hiring manager.

Here are 20 top questions to include on this call according to recruiter trainer, Marcus Edwardes.

  1. How long have you been looking to fill this position?
  2. How many people have you interviewed for this position?
  3. What are the consequences of this position remaining unfilled? (This is a killer question for determining level of urgency!)
  4. How many companies are currently submitting resumes for this position?” What is your pipeline looking like right now?
  5. What is driving the need for the hiring of this individual (ie: project, replacement, deadline etc.)
  6. Can you elaborate on the business initiatives/problems that the successful candidate would be involved in solving?
  7. What are the “deliverables” for this position over the course of the first year/ duration of the contract?
  8. Please can you give me an overview of the technical skills you are looking for in suitable candidates? What are the “Must Haves” as opposed to the “Nice to Haves”? To what depth will they understand the “Must Haves”?
  9. Are you seeking candidates with specific domain knowledge? (Healthcare/ Finance/ Technology etc)
  10. Are there any other special skills you are looking for (soft skills, communication/writing etc) Maybe you can tell a little bit about one of your employees who is currently successful in this position?
  11. What size is the team he would be joining?
  12. Would he be reporting directly to you?
  13. Can you tell me a little about the culture of the company – and any differentiators that may help us in attracting high quality candidates when we are headhunting? (In other words – how does the Client “sell the opportunity” when he identifies a candidate that he wants to hire?)
  14. Are there any opportunities for a flexible work schedule or work from home days?
  15. What is the ceiling on the compensation/rate for this position? (Client says $90k/per hr) …”So Mr Client, if I found the perfect candidate for $100k/per hr – would you still be interested in seeing the resume?
  16. Are you open to candidates who need an H1b transfer? Do you sponsor Green Cards?
  17. Do you have a job spec? “Great – what’s your email address – I’ll drop you a line right away so you can send it over”
  18. What kind of turnaround can I expect for feedback on Resumes? (push for same day. Any more than 24 hrs is not good. Great candidates are scarce and will be snapped up).
  19. How many interviews is standard (and with whom)?
  20. Would you consider hiring over Skype (for out of state candidates- means you can broaden the Search)


At the end of the call, be sure to confirm your plan with the client, as in how many candidates you will be submitting and in what time frame. Make sure that you have all of the appropriate contact information including a mobile number to reach them with urgent needs to help you deliver on target, and end with thanking them for their time. If you have other recruiters on this same search, setting a debriefing immediately after is also a good idea.


Good luck and happy hunting!

Quirky Interview Questions

By Dave Nerz

So we have all heard these quirky interview questions. Most of us have tried one or two of these recruitment tricks at the end of a candidate interview. What is important is how skilled you are in asking the question and how effective you are at learning something from the answer that is provided.

One I like…”On a scale of 1 to 10, how weird are you?” The word is that Zappos’ CEO likes weird and considers it a company core value. Read the rest of this entry »

5 Recruiter Tips to Improve Phone Skills

By Veronica Blatt

image of business telephoneIt’s no secret that telephone usage is on the decline. So much information is available at our fingertips that dialing seems unnecessary or intrusive. As kids, my brothers and I fought over the phone as much as we fought over which cartoons to watch! And I had one good friend that I could *never* reach because of her mom’s LEGENDARY hours-long calls back in the days before call-waiting and voice mail (yes, I’m dating myself). Now I find I’m spending time TEACHING my almost-teenager HOW to use the phone … something that once seemed to be second nature. Read the rest of this entry »

5 Popular Recruitment Blog Posts

By Veronica Blatt

In case you missed these the first time around, following is a round-up of our most popular recruitment blog posts for the first half of the year:

5 Recruitment Trends for 2017 – You probably already know that candidates are in control right now. This results in multiple offers and more turn-downs. What other trends can you expect to see? Read the rest of this entry »

6 Time Management tips for Recruiters

By Liz Carey

In the recruiting business, you often have to “wear many hats” – especially if you work for a small firm or are an independent recruiter. There’s always work to do. We hear over and over recruiters are inundated with job orders, and just don’t have the time to do things like draft up and post job descriptions, or respond to the numerous emails and phone calls they get daily, because they’re focused on scouting top talent. When you’re spread so thin, is it time to hire another recruiter or administrative person? Can you outsource some of your tasks? Or, could it just be that time management needs to be addressed?

Time is money, and if you’re spending your valuable time doing things that someone else could do for you just as well, it might be time to lighten the load by hiring another recruiter or administrative associate, or outsourcing it to another company. But before taking that step, here are a few time management tips that might free up some time to get those other tasks done: Read the rest of this entry »

How Healthy Is Your Workplace?

By Veronica Blatt

image of a healthy workplaceOur guest blogger is Glenn Arnold of Arnold Group Australia in Melbourne, Australia. Arnold Group Australia has been a member of NPAworldwide since 2004. Arnold Group Australia has a number of specialist divisions that provide recruitment services in safety, injury management, general insurance, broking, sales and marketing, and shared service. Glenn is currently serving on the NPAworldwide board of directors.

I recently read this article by Debra Villar for the Human Resources Director. It reminded me that despite that fact that we as recruiters are often providing advice to clients about their workforces, we do not often take our own advice. Read the rest of this entry »

6 Tips for Working Remotely

By Veronica Blatt

Today’s guest blogger is Nicholas Hutchison, our business development intern. Thanks for your help, Nick!

Over the past year and a half at NPAworldwide, I have had the opportunity to work remotely on a few occasions. It is an opportunity to learn about yourself regarding your work style. I am completing my degree this December and I think it is one of the top skills to have as companies are starting to see the benefit of allowing employees to work remotely. Read the rest of this entry »

8 Guarantee and Refund Policies

By Liz Carey

On one of our recruiting forums, a member recently asked about guarantee and refund policies that other recruiters use in contracts with clients. Fall-offs / replacements are rare, but it can definitely put a dent in the cash flow to give back those hard-earned dollars.

The most common guarantee that we see offered is a 90-day replacement or refund, but recruiters use varying procedures.

Here are other various guarantees that our members use: Read the rest of this entry »

5 ways to generate more job leads

By Liz Carey

IJPYRYHZ1CRecruiters should always be on the hunt for new job leads to fill. Even if you’re busy working on plenty of leads, it’s smart to be on the lookout for better leads, so you can dump the ones that 25 other recruiters are working on, or a client’s job order with requirements so lofty that you have no chance of filling it. New business leads are key to maximizing fill ratios and placement revenue. It’s not enough to occasionally target clients to ask if they are hiring… to generate job leads, you must speak to a lot of clients and candidates, and ask the right questions (in the right way).

Here are 5 ways to generate more job leads: Read the rest of this entry »

7 Tasks Recruitment Firm Owners Should Consider Outsourcing

By Veronica Blatt

female-entrepreneur-300Recruitment firm owners are a busy group of people. It’s tough to make time for all the various tasks that need to happen to sustain a business … and still maintain your personal production. If you’re just getting started as an entrepreneur, or have an extremely small staff, it’s critical that you save the bulk of your time for the activities that directly make money. Read the rest of this entry »

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