Greg - I'm assuming you mean working with a third party recruiter?
Coming at it from a bit of a different angle..
the job seeker can expect to be submitted on positions he is qualified for, only if the job seeker first makes sure his background lines up with the recruiters specialty.
Covering this right out of the gate would eliminate much frustration..some candidates act like their magic one page resume and magnetic personality combined with any recruiter equals a job, and that just isn't so..and they get irritated when it's pointed out.
Too often I find that a lot of candidates who have a lot of experience in a particular skill or field, don't do a very good job demonstrating success, or rather bringing to light what makes them stand out in the crowd of others who are as equally talented. They mostly give the canned answers that they've either read are "good" answers, or they are nervous and therefore don't think quickly on their feet, or they just can't bring their personal dynamic into the interview which leaves the interviewer flat. Therefore, they should notate those items ahead of time as memory joggers and cheat sheets so as to not forget their key successes, hence they'll be more at ease and their true personality will come forward.
I can't tell you how many times we've passed on perfectly qualified candidates who left us dry because they couldn't get beyond their nerves/lack of preparation/or ability to think quickly to relay a success or accomplishment that truly made them stand out. At the end of the day it's not just a skill set we're hiring, but an interpersonal literacy that is just as important, if not more important.