Recent discussions have addressed "control" and how much of it we really have. What does Candidate Control really mean? Is it making sure they show up on time for interviews? Is it making sure you only submit or pursue candidates with the right stuff, i.e.; credentials, education, experience? Is it knowing that they won't be wrinkled when they arrive? Is it making sure they don't burp or fart during an interview? That they exhibit enthusiasm about the opportunity?

It is all of these and more. How often have you proceeded through to the final phase of the selection process only to have a candidate say they are not sure they are willing to leave their current company? The current state of the economy will lead to second-guessing from both sides. Or how about when they turn down an offer you were sure they would accept? A mentor used to say, "Never ask a question that you don't already know the answer." This has always been bothersome because there will always be questions unasked or answered untruthfully.

Does this mean you can't ever hope to truly control a candidate? pretty much. But there are tried and true processes that can help eliminate surprises and misunderstandings. Be truthful about the opportunity you represent and the expectations that lie in wait for the placement. You know when a candidate trusts you. Build that respect early on and earn that trust. This means, also though, that you have to tell them when they don't stand a chance at getting the job or when an interview didn't go their way. No one said it was easy.

"I saw a lot of newbie recruiters who were just afraid to rock the boat and ask the candidate a question that might result in an answer they didn't want to hear. I referred to this as the 'cross your fingers and hope they'll take the offer' approach," offered up by Pam Claughton in her blog, "You can't control candidates..." It takes more than finger crossing to foresee the dreaded counter offer or altered salary demands. Bottom line: ask the tough questions.

You are the front line for the company and Hiring Manager. Be what a front line should be. Watch for snipers, be prepared for fire, and represent your battalion well. If you misrepresent or poorly present your client or company, who suffers? Image is at stake here. Today, livelihood is at stake. Dust off the suit, keep your hair combed. Embody a value. When you are passionate and care about what you do, it shines through. A client invests in you, your company invests in you. So will the candidate.

What will be their ROI ?