If I were to pick one word to describe our day-to-day business it would be "hectic". One way to make our life easier is not to forget an important basic of our business: Identifying and Documenting a candidate's "Pushes and Pulls". A "Push" is anything that is compelling the candidate to leave her/his current position (a.k.a. dissatifiers, pain, frustration). A "Pull" is anything that will motivate the candidate to leave (what she/he is really looking for). The quantification and qualification of a candidate's Pushes and Pulls early in the cycle offer the recruiter several benefits:
All of the above benefits are important. However, in my opinion, the most important reason for getting Pushes & Pulls is the candidate's perception of you and your professional skills. In survey after survey, candidates list as Number 1 the ability of the recruiter to demonstrate that she/he totally comprehends what they are looking for. This requires taking the time to listen, clarify and document what the candidate is saying (current pain-what they don't want as well as what they would consider to be their dream opportunity). Do this and the word will get out that you are a professional, knowledgeable recruiter that can also help your candidate's friends (referrals will follow).
Remember: It all starts with a solid face-to-face candidate interview that affords you the opportunity to uncover all of the candidate's Pushes and Pulls.