Do you fully qualify a vacancy before committing your time to it?

This includes understanding why the vacancy exists, what the client genuinely needs, the salary, decision-making process, timescales and any likely barriers to hiring.

Do you establish how committed the client is to working with you?

For example, you agree fees and terms, expectations, access to the decision-maker, interview availability, feedback timescales and whether other agencies are involved.

Do you properly qualify every candidate before representing them?

You understand their motivation, salary expectations, notice period, other applications, possible counteroffer and what could prevent them from accepting.

Do you submit a strong, credible shortlist rather than simply sending the first available CVs?

You give the client a genuine choice of suitable candidates and avoid submitting somebody simply to make up the numbers.

Do you prepare both the candidate and client properly before every interview?

Both sides understand the role, expectations, interview format, key priorities and what needs to be explored during the meeting.

Do you agree and control the post-interview feedback process in advance?

Before the interview, the candidate knows to contact you immediately afterwards, and the client has agreed when feedback will be provided. You then speak to both sides promptly, uncover any concerns and agree the next action before momentum is lost.

Do you trial-close throughout the recruitment process?

Before an offer is made, you understand the candidate’s level of interest, concerns, salary expectations and likelihood of accepting.

Do you regularly review your vacancies and conversion figures?

You know which vacancies are moving, which need a different approach and which should be closed—and you understand where people are dropping out of your process and why.