ckest vs. screening for the best fit.
Insure that the client has posted the search on their website as well as multiple job boards before you begin the search.
Make sure you do your own posting to insure you get the exact same candidates who are already in your client’s database.
Tell everyone you talk to, very early in the process, the name of the client so they can go around you and present their resumes directly or through another recruiting firm.
Send the candidate's resume to the client without getting either parties' approval to do so.
Don’t work directly with hiring manager.
Get candidate feedback from someone other than the interviewer.
Force the candidate to accept your client’s offer while they are still in process with other offers.
Don’t follow up with your candidate prior to their start date.
Do agree to a fee agreement that excludes candidates already in the client’s database.
Give your client several preliminary candidate names to check against their internal ATS.
Ensure that the client already has an internal candidate in mind for the spot.
Always assume that your candidate would never go to work for your client without contacting you.
Make certain you have the type of client whose ego or compensation structure won't allow them to make an offer that considers the candidate's salary history, expectations, market conditions or other competing offers.
If you have others please let me know. :)…
Added by Mark Spoor at 3:35pm on September 4, 2012